Training and development are an integrated part of the management of human resource development. In order to ensure that the staff is performing well, the business organization needs to integrate training and learning as a regular activity for the development of the staff and also, for the growth of the business (Salas, et al, 2012). Investing in training and development of the human resource is the best way for any business to earn better returns. Professional growth will be the key to successful organization. Managing the issues of the organization can also be done with the help of performance management and human resource development issues. XYZ bakery is an organization which is expanding and opening two new departments, and still lacks a human resource department and staff. They needed to hire more human resource employees and ensure that training and development of the employees is overseen, which can be done with the help of performance management. In performance management, feedback is provided, documentation of the performance results is done, and accountability is also assigned to the employees (Salas, et al, 2012). Performance management will also be an integrated part of the training and learning, as it provides employees with the goals and objectives that they need to achieve, and how they achieve these goals and objectives (Hutchinson, 2013).
In this report, a reflection on the process will be provided, which will include the reflection on the planning and delivery of the training day workshop. The training day workshop was on the subject of performance management, why it is important to any organization, why it fails to achieve the goals and objectives, and about development of SMART goals or objectives in order to monitor the performance of the XYZ bakery, which is under review. The report will also reflect on the theoretical learning related to the training concepts, which are majorly influenced by Buckley and Caple (2009). These training concepts will then be linked to training in practice and the relationship between the two will be expressed. Additionally, the report will also reflect on evaluation of the impact of training day, which was designed for XYZ bakery.
Rational behind the Training Day workshopPerformance Management is a term that is used for explaining the process of communicating the job responsibilities and clarifying it, along with priorities, development planning and performance expectations (Rhodes, et al, 2014). This process is in place so that the employees can align their personal goals with that of the organization’s goals and ensure that the strategic goals of the organization are achieved. This process is of great importance for any organization, as it helps in aligning the human resource and their personal goals with that of the organization’s strategic goals (Kenny, 2012). By reflecting on the training day, it can be better understood how performance management is important for an organization, especially when they intend to achieve their goals. The training day process revealed that there are certain drawbacks and failures in case of non-effective adaptation of the process in the organization. It is important that the training quality is ensured, and that the employees who are learning and developing show actual results, which will be evaluated with the help of performance management when they appraise the employees (Kenny, 2012). Reflection on these topics, along with SMART goals for an organization will enhance personal knowledge of the subject, and how, as a human resource department, plays a crucial role in the performance management of the organization.
This reflection will further aid in understanding the role of training within an organization, and how it can help in improvement of the organization’s overall performance. Thus, this particular topic, that is, performance management is chosen for this project.
As per CIPD, 2020, it is possible that there will be certain challenges when it comes to HRD management, as the diversity is increasing, and the world is becoming more interconnected day by day. More and more people from diverse groups are also being included into the organizations. That will alter the way the trainings are imparted, and also impact the content of the training to become more inclusive of these diversities. This should be done in order to enhance the knowledge and understanding of the employees, which is skill oriented, and hence, result in positive results for the organization.
The training project was designed while keeping in mind the 14 stages of systematic approach. The performance problems of the XYZ Bakery appeared to be effectively solved with the help of training day, which was created using the systematic approach.
Terms of Reference
A study by Folan and Browne (2005) were taken as reference for the training day. It provides how performance management can be used in order to create frameworks, give recommendations and also in evaluation of the systems and interorganizational measurement of the performance. The whole experience of preparing the design of the training day, delivering it to the employees and lastly, evaluating it was a process that helped me in enhancing my own knowledge. I aimed to learn from the experience of providing the training in order to build my own skill set and to become more competent at the role of Human resource department, that will help me in my career in the future. The Training Day was not simply about imparting knowledge about performance management, it also included communication, which was effective and two ways. After the training day workshop ended, a discussion session started, where the queries by the staff were communicated while we were answering any question that was being raised. Knowing the importance of the individual evaluation of the employees, a group was created on Google Hangouts in order to provide each of them with the chance to appraise themselves and create objectives that will better align with the organizations, and also set up the plan to achieve the personal and organization goals (Kenny, 2012).
It was important that we better understand the organization, which is XYZ bakery in order to create a better training day workshop. To gain a better perspective, we conducted both, internal and external evaluation of the organization. This was done using two analysis methods, one being SWOT analysis and the other one being PESTLE analysis. These analyses are provided below:
The swot analysis of the XYZ bakery provided us with the information that the company is growing very fast, and the demand for the products from this bakery are increasing, which shows that the bakery has strength of good products and opportunity to grow and expand, while it was also revealed that the organization did not have any HRD staff, which could help in management of the human resource, or be there to help in learning and development of the other employees. This was a weakness, along with being a threat to the organization (GURL, 2017).
This provided us with the knowledge that the hiring of the HRD staff was required, along with revealing that there was also the requirement of training for the employees at the bakery. This would aid in expansion of the business, when they start the other two departments they planned to open (Kormanik and Shindell, 2014).
Pestle analysis, on the other hand, provided us with the analysis of the external environment of the bakery. The political factor was in favour of the expansion and hiring of the staff, along with all the other factors, except for the economic factor, where it was revealed that the economic factors are a bit imbalanced due to the pandemic, and there was higher financial risk associated with the expansion plan of the organisation (Ahmad, 2020).
Thus, the planning for expansion and the strategic goals in performance management were set accordingly, keeping in mind the financial risks associated with the expansion plan and hiring of new staff for running those new departments (Ahmad, 2020).
The training need analysis is a concept which helps in assessing the needs of the organisation, employees and the job in terms of training and development. Buckley and Caple (2009) have emphasised that before designing any training, the Training Need Analysis should be done for better and more effective training that will be helpful in achieving the goals of a particular training program (Mulang, 2015). For us to prepare the training day, it was essential that the training day analysis was conducted on the XYZ bakery. Knowing the needs of these three would further aid in knowing what will be the training needs of XYZ bakery. This concept aided us in assessing that the XYZ bakery needed to have better training and development programs in place, for the employees and for the organisation as whole. According to the job, the need for training was also present, as the staff was not aware of the human resource department and its function, which can help in improving the job functions and how to perform it. For the organisation, the need for training was for expansion purposes. They required training in order to facilitate the expansion that they planned to new departments. The training day was prepared accordingly, and it supported this need of the organisation and included supportive material in the program to facilitate the expansion and help to bring the change in the organisation (Raju and Rao, 2014).
For individual need analysis, the employee’s needs were also assessed. These needs were assessed in terms of the skill set they needed and wanted to learn. It also included the knowledge and understanding that we analysed were important for the bakery and needed to be included in our training day (Raju and Rao, 2014).
Three of us were assigned to collect the information for each of the mentioned levels. This helped in better understanding of each level, and one person incorporated these needs into the training day workshop.
The learning objectives are very important for creating and designing the training day. When we decided that the training day objectives will address the needs of the three levels evaluated in the training need analysis, it helped in creating the training day workshop as per those objectives (Nadler and Nadler, 2012). We ensured that the training on performance management for the organisation will include all the information that will help in training the employees so that the needs of all three levels, organisation (expansion), individuals (better skills and knowledge), and job level (better performance of the job using the SMART goals) were addressed using our training day workshop. When we ensured that these needs were included while designing the training, this helped a better design that addressed all the issues and also is successful in terms of learning for the staff (Nadler and Nadler, 2012).
Another objective of the training was to have a communication-based training, where the employees will be able to interact and ask any question that they deemed to ask from us.
The ultimate objective of the training was to ensure that the overall performance of the Bakery was improved and that, the employees were able to achieve the performance goals will the help of the training. This would ensure that the brand reputation is maintained, as the bakery expands its operations to two more sites (Bluestone, et al, 2013).
For training day, we decided that technology-based option, that is, a PowerPoint presentation will be the most effective option of training. This method of training would provide a visual and audio for training, and also fulfil one of the objectives, that is effective training using interaction (Fakhruddin, Selle and Nurchalis, 2019). As it is often stated, people learn better with the help of visual and listening combined, and hence this option was chosen for effective training. As per the adult learning theory, it is better to have a more comprehensive and effective training program, which extends to more than simply having a presentation and a presentation training session. Our training might be effective for short term, until the employees remember it, but more practical training, where they witness and apply the training themselves, will be the one that should be adopted (Fakhruddin, Selle and Nurchalis, 2019). This is due to the fact that that the adult learning theory states that adult learn different from children, and need more of practical training in order to better learn.
For the complete training design, we followed the systematic approach steps that were given by Brockley and Caple. These steps have ensured that I create a better training design. This process of designing the training along with the team has better equipped me for the future, where I will be required to work with a team to achieve the goals of providing training programs and designing the programs with them (Renta-Davids, et al, 2014). Working in a team also helped me in realising how much more effective the designing of the training is. Working in a team, it reduced the time it would have taken to design and prepare the complete training program by myself. Teamwork also added perspectives, which I might not have considered while designing the program if I was tasked to design the program alone.
The designing of the training program is one thing, and it is a completely different thing to present and train the employees. I was very nervous for the training day, and how I would present the content to the employees. For better presentation, I practiced the program and ensured that I remembered the things that are going to be discussed in the presentation. This helped me calm my nerves and also become more confident about my presentation (Melkman and Trotman, 2018).
I was allocated only a part of the presentation and ensured that I completed well within the time. It also helped that I prepared a presentation that could visually aid in understanding the training subject and what I was presenting. All the employees were focused on the presentation, which further helped me with my nerves, and I got nervous while delivering any presentation (Melkman and Trotman, 2018).
We have ensured that the presentation was scheduled in the morning, and the break time was extended, so that employees could attend the training and also have time to take a break from their rigorous work schedule. The break from was used for the presentation, as this was a place where the employees were comfortable and could be more receptive to the training about performance management. We started with an introduction round, to make everyone more comfortable with the training program that was to follow after. It was a suggestion from a person on our team. We also had an activity at the end, where the employees could easily discuss and write their own SMART goals for the next quarter (Melkman and Trotman, 2018). According to me, the delivery of the training program was successful, and the impact of the training was positive.
As per Kirkpatrick and Kirkpatrick (2016), it is essential that the training day is evaluated, in order to determine the success and effectiveness of the training imparted. The line manager, who were the recipients of the training¸ should remember the training and be able to apply performance management to their own work as a supervisor to the employees in the bakery. With the help of the four stages of evaluation (given by Kirkpatrick, 2007), we evaluated the effectiveness of the training program (Rafiq, 2015). Thus, getting feedback from the line managers in order to analyse the training with the help of the stages of evaluation with the help of a questionnaire.
The Group B4 was very well dressed for the training day. They made sure to contribute in the presentation by each member taking part in the presentation. Everyone was assigned certain role in the presentation. They ensured that they covered all the aspects in the training that were related to performance management. They also answered the question very effectively. A key difference that I observed in the presentation of other groups and my own was the structure of the presentation; the structure of the presentation was such that the line managers were prioritized and asked relevant question, which helped them in associating with the subject of training better (McInnes, et al, 2019). This is one of the things that I would like to incorporate in my own presentation, so that I can design a better training design in future for my own workplace. They also included a video link to YouTube, so that the employees also experience the training with the help of video, which is especially aimed at improving the performance management in an organization.
Other groups also performed very well, and ensured that the training was adequate. Other than group B4, I felt that we incorporated every point in our training and ensured that it was very effective and achieving its training objectives.
Formative assessment was conducted in the form of presentation in week 8 & 9 where students were grouped into a maximum of 4 or 5 members to have a training package designed for XYZ Bakery on a common training topic ‘Performance Management’
My group was named as B1 with 4 members and had our training presentation on the 16th November, 2021 at 10:15.
The necessary preparations such as researching for information on the topic, discussion on the information gathered, preparation of the slides and how to present the work in class were made before the date for the presentation. Since it was the first time to present a work in class, adequate rehearsals were made in order to overcome our weaknesses. Unfortunately, one of our group members couldn’t turned up because she was sick so the work was presented by the remaining 3 where each one had delivery on introduction, presentation and conclusion respectfully (McInnes, et al, 2019).
Our group was to present first on that date so we went to the venue on time and we were invited to deliver our presentation by the supervisors which we did.
The training program was an experience that we all learned a lot from. It was a good experience, considering it was out first time presenting, this presentation could be further improved and worked upon (McInnes, et al, 2019).
Conclusion and Action Plan
This, it can be concluded that training day program was effective, and designed appropriately. It was also reflected that the training design was made according to the training need analysis done on the XYZ bakery. The objectives were set for training and the training option selected was presentation or visual training mode. The design of the training was such that helped us in our learning of the role of human resource department. Further the delivery of the training program was effective and done appropriately 2 which resulted in better results for the bakery and its performance. The design was further evaluated as it is necessary to ensure that training and its objectives are fulfilled. The evaluation was done with the help of 4 stages of evaluation given by Kirkpatrick. On evaluation with the help of 4 stages it was found that the training was helpful and productivity has been increased in the organization. Further an assessment of our own presentation and the presentation by other groups it was found that even though our presentation was appropriate and effective it could have been improved. We will ensure that in future we keep in mind all the aspects that can improve our training program specially in our workplace.
References
Ahmad, G., 2020. HUMAN RESOURCE TRAINING AND DEVELOPMENT AWARENESS AND PRACTICES IN SMALL, MEDIUM AND LARGE ORGANIZATIONS. Academic Journal of Social Sciences (AJSS), 4(1), pp.117-129.
Bluestone, J., Johnson, P., Fullerton, J., Carr, C., Alderman, J. and BonTempo, J., 2013. Effective in-service training design and delivery: evidence from an integrative literature review. Human resources for health, 11(1), pp.1-26.
Buckley, R. and Caple, J., 2009. The theory and practice of training. Kogan Page Publishers.
CIPD, 2020. Performance management: an introduction. [Online] Available at: https://www.cipd.co.uk/knowledge/fundamentals/people/performance/factsheet#gref [Accessed: 25th February, 2022]
Fakhruddin, Z., Selle, A. and Nurchalis, N.F., 2019. Technology-Based Teaching Material Development Training for Pre-Service Teachers to Improve Students’ Learning Outcomes. NOBEL: Journal of Literature and Language Teaching, 10(1), pp.87-102.
Folan, P. and Browne, J., 2005. A review of performance measurement: Towards performance management. Computers in industry, 56(7), pp.663-680.
GURL, E., 2017. SWOT analysis: A theoretical review.
Hutchinson, S., 2013. Performance management: theory and practice. Kogan Page Publishers.
Kenny, G., 2012. Strategic planning and performance management. Routledge.
Kirkpatrick, J.D. and Kirkpatrick, W.K., 2016. Kirkpatrick’s four levels of training evaluation. Association for Talent Development.
Kormanik, M.B. and Shindell, T.J., 2014. Future directions for HRD. Handbook of human resource development, pp.688-708.
McInnes, A., Goss, J.M., Fisher, H. and Brockman, R., 2019. Learning from others: A critical reflection on an international study programme. International Social Work, 62(1), pp.337-350.
Melkman, A. and Trotman, J., 2018. Training international managers: Designing, deploying and delivering effective training for multi-cultural groups. Routledge.
Mulang, A., 2015. The importance of training for human resource development in organization. Journal of Public Administration and Governance, 5(1), pp.190-197.
Nadler, Z. and Nadler, L., 2012. Designing training programs. Routledge.
Rafiq, M., 2015. Training evaluation in an organization using Kirkpatrick model: A case study of PIA. Journal of Entrepreneurship & Organization Management, 4(03), pp.152-162.
Raju, S.V. and Rao, Y.V., 2014. Training Need Analysis. International Journal of Engineering and Management Research (IJEMR), 4(4), pp.338-342.
Rama Devi, V. and Shaik, N., 2012. Evaluating training & development effectiveness-A measurement model.
Renta-Davids, A.I., Jiménez-González, J.M., Fandos-Garrido, M. and González-Soto, Á.P., 2014. Transfer of learning: Motivation, training design and learning-conducive work effects. European Journal of Training and Development.
Rhodes, M.L., Biondi, L., Gomes, R., Melo, A.I., Ohemeng, F., Perez?Lopez, G., Rossi, A. and Sutiyono, W., 2012. Current state of public sector performance management in seven selected countries. International Journal of Productivity and Performance Management.
Salas, E., Tannenbaum, S.I., Kraiger, K. and Smith-Jentsch, K.A., 2012. The science of training and development in organizations: What matters in practice. Psychological science in the public interest, 13(2), pp.74-101.
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