A. Prepare a competency framework and action plan to empower and allow all staff to choose the areas of their strengths and weaknesses for the following workforce (LO: 2.1):
I. Specific competencies – Store Manager and first line supervisors?
II. Generic competencies – Customer facing store staff?
B. Taking into consideration your research and study into UK competency framework initiatives
I. Explain how this will impact and positively improve your UK private sector business organisation?
II. How does your explanation B1 above compare to UK public sector organisations?
C. In consideration of your answers to B above and expressing the importance of ‘employee development’; provide an explanation on why this is important for the business and service economies in the UK?
D. With direct reference to current UK reports and policies, identify at least two lifelong learning and training initiatives and explain how the role of the UK government could help improve lifelong learning and training for the UK workforce development?
Consider as part of your answer, the direct links to human resources development in your organisation given in the scenario?
Competency Framework and Action Plan
Specific Competencies- Store Managers and the first line Supervisors
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Step One |
Prepare Defining the purpose for the store managers and the first line supervisors (Wilton 2011) It is important to create a competency framework team for the store managers and the first line supervisors |
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Step Two |
Collecting Information Observing the people at the time of performing their roles Interviewing people separately and talking to them individually Preparing a proper questionnaire, as this is one of the efficient easy to gather data (Torrington, Taylor And Hall 2011) After that, analyzing the data is highly important to get the answer (Taylor 2010) |
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Step Three |
Creating the sub groups (Foot And Hook 2008) Grouping the statement properly Refining the subgroups (Carberry and Cross 2015) Identifying the competencies for the senior managers and the line managers |
This above-mentioned table has explained the framework individually for the store managers and the line managers of the company One Pound Emporium (BPP Learning Media 2013).
Clarke (2012) has stated that the training requirement is not same for all the employees and the staffs in the organization who are at different levels. Moreover, the roles and the responsibilities of the staffs are not the same, as they largely vary from one level to another. Therefore, it is clear enough to say that the employees and the staffs have different roles to play in the organization to achieve the desired business growth of the organization (Cameron and Bogin 2012). In this case, it is important to discuss about One Pound Emporium organization and let us imagine that One Pound Emporium is a manufacturing company.
The association has 3 subdivisions such as finance and accounting department, marketing department and the manufacture department. It has been assumed that the company has been planning to conduct a proper training session for the employees of One Pound Emporium. Therefore, it is no doubt to say that the company must monitor as well as assess the training requirements of the employees of the organization at different levels as well as different departments. In order to conduct the training session, the HR department is required to design the training session depending on the requirements of the employees of the One Pound Emporium.
Generic Competencies- Customer Facing Store Staff
In this part, it is important to mention the framework for the employees of the organization who face the customers in the stores.
|
From the Employee Perspective |
From the Company Perspective |
|
The employees are required to provide ongoing direction as well as support to the staffs of the company |
The company is required to prepare proper job description and the role specification |
|
The managers and the trainers must take initiatives to provide direction (BPP Learning Media 2010) |
One Pound Opium is required to identify the requirement and the necessity of the individual training |
|
The senior managers of the company are required to motivate the staffs, so that they can give best effort for providing service to the customers in One Pound Emporium |
The senior managers are required to develop the communication system in order to enhance the company growth (Boxall and Purcell 2011) |
|
It is important for the company to ensure through the framework that company meets the standards |
Apart from that, it is highly important to develop the salary scale as well as the compensation package and the personnel management procedure |
At first, the HR department of the company is required to look at the Finance and the Accounting Department of the company. In this case, the training requirement of the manager is different from that of the training requirements of the subordinates. Githens (2012) has stated in his work that the managers of the company are required to provide the training is such a way that they can achieve the goal of the organization. However, the subordinates of the organization must be conscious of the goals of the company and their major apprehension must be to provide the principle of the administration that does not require any major decision making concerns.
After looking at this part, it is important for the HR of the company to look at the Marketing department of the company and in this part, the company must provide training to the managers so that they become effective team leaders as well as efficient decision makers (Gold, Rodgers and Smith 2013). The company is required to give proper training to the subordinates, so that they become highly effective in executing the decisions of the management of the organization. At last the HR of the company is required to plan the training session in such a manner that the managers of the company can be become effective decision maker. Clarke (2012) has said that the production experts must be given training so that they become highly innovative as well as efficient to do the production work at the best level. Moreover, the HR of the company is required to design the training program for the employees as well, so that they can easily comply with the regulations of demeanor of the department as well as play their workers role (Jackson, Ones and Dilchert 2012). Therefore, at the conclusion, it can be said that training is highly required for the different staffs of the company at different levels and the training session must not be the same.
It can be said that the role of the government in providing training along with the development program and lifelong learning is highly important. The focusing contribution of the government in this perspective has been mentioned below.
Generating a public norm:
For the Government, it is easy to reach all and with the help of the various roles and means, the administration can commence a favorable process in order to produce a widespread civilization among the civic that will help them to instruct as well as build them up. (Kickul and Bacq 2012).
Formulating a HR policy for all:
It can be said that the Government can formulate an effective Human Resource Development Strategy for all the citizens as well as help them to enhance the potentiality of the citizens for achieving development (Marchington and Wilkinson 2012).
Allocate Fund:
The Government can easily provide funds for the Hyman Resource Development in the private sector as well as in the public sector. However, it has been found that the Governments around the world generally provide funds in order to train as well as develop the capacity of the state employees. As per the Government policy along with the requirement, they can give funds to the private sectors as well besides the Government sector (McGuire, Garavan and Dooley 2012).
Properly promote Human Resource Development Study:
The Government in different parts of the world can help training and development with the help of promoting Human Resource study for all the citizens of the country. However, it can be said that this can be done through incorporating an intense syllabus of the Human Resource Development in the National Curricula. The Government must make Human Resource Development an integral part of the national syllabus in different stages (Morris 2012).
Creating a favorable work environment in comparison to the UK Public Sector Organization
It can me mentioned that by providing a constructive work surroundings, the management can assist the citizens of the nation in development of overall potentiality and this can be done in several ways. One of the effective conducts can be passing a commandment holding the civil rights of the national employees along with strict chastisements for violations of any rules or norms in the workplace (Poell 2012). The company One Pound Emporium has the well-framed motto to serve the customers at the highest level and the early performance of the company was poor as compared to the other service sectors in UK.
Competency can be described as the potentiality to accomplish any given work. Therefore, this ability demands some other qualifications as well that are precondition to complete the work effectively. Sambrook (2012) has mentioned some of the concepts of capability that can be understood from the below-mentioned sequences.
1. Apprentice: Those people who do not have any previous acquaintance.
2. Knowledgeable apprentice: Those people who have the principal knowledge of the occupation.
3. Practitioner: Those people who work with crucial understanding for a tumble time-frame.
4. Well-informed Practitioner: Those people who have congregated all the needed knowledge of the concerned matter, however, they are yet to arrive at the level of a professional expert (Scully-Russ 2012).
5. An Expert: Those people fall under this category are people who actually become proficient in the particular subject as well as the developed an in-built understanding of the subject or the job.
It can be said that the movement of the company influences both the private and the public sector. Truss, Mankin and Kelliher (2012) have said that previously the knowledge of capability was not largely dispersed and with the passageway of time, it has become one of the matters of big concern. Moreover, the standards of competencies have become one of the common debate topics among the experts of the society. Specifically in the communal subdivision, the competencies of the community servant have become a significant substance of concern. It has been found that they advocated for thorough opposition for the jobs in the community sector as well as the strong instruction programs in order to make them comparatively more competent for the job (Werner and DeSimone 2012).
Wilson and Wilson (2012) have explained in his work that in order to maintain competitive recompense, the personal sector has readily established a high capability average and for this specific cause, they have been offering extremely large remuneration figures for the capable persons of the organization. On the contrary to this specific situation it has been found that the at the time recession, the standards of competency was largely used in favor of the corporation against several proficient workers of the organization who lost their jobs in the low-competency customary grounds (Yawson 2012).
It has been found that the lifelong learning has several positive outcomes for the individuals along with the communities and the economy (Beardwell and Claydon 2010). If this is seen from the personal level, participation in the learning activities has been shown in order to improve life satisfaction. In this regard, Department of Health and Department of Education and Skill play major roles in improving lifelong learning and training for the UK workforce development.
Werner and DeSimone (2012) have found some services that are provided by the agencies to the privately owned organizations and these have been mentioned here.
The agencies provide business to the eager and the needy ones.
They give skills for the overall business network by the sector skills council
They arrange funds as well as planning education for those people who are over 16 years age category by the learning and skills council ()
These agencies create skilled workforce for the industry by the University of Industry
These agencies try their best to ensure the good practice of work by the investors in the peoples standard ()
However, it can be said that these are some of the initiatives taken by the Government of the UK that helps the organization to get better of their jobs and ensure the commitment of the Government to help the private sectors from several angles (Truss, Mankin and Kelliher 2012).
References
Armstrong, M. (2009), A Handbook of Human Resource Practice Management, 11th ed. Kogan Page
Beardwell, J and Claydon, T (2010), Human Resource Management – A Contemporary Approach, 6th ed. Prentice Hall
Boxall. P and Purcell, J. (2011), Strategy and Human Resource Management, 3rd ed. Palgrave Macmillan
BPP Learning Media (2010), Human Resource Management, BPP
BPP Learning Media (2013), Human Resources Development and Employee Relations, BPP
Cameron, N. and Bogin, B., 2012. Human growth and development. Amsterdam: Academic Press.
Carberry, R and Cross, C, (2015), Human Resources Development: A Concise Introduction, Palgrave Macmillan
Clarke, N., 2012. Evaluating Leadership Training and Development: A Levels-of-Analysis Perspective. Human Resource Development Quarterly, 23(4), pp.441-460.
Foot, M. And Hook, C. (2008), Introducing Human Resource Management, 5th ed. FT/Prentice Hall
Githens, R., 2012. Organization Change and Social Organizing Strategies: Employee-Initiated Organization Development. Human Resource Development Quarterly, 23(4), pp.487-518.
Gold, J., Rodgers, H. and Smith, V., 2013. What is the future for the human resource development professional? A UK perspective. Human Resource Development International, 6(4), pp.437-455.
Jackson, S., Ones, D. and Dilchert, S., 2012. Managing human resources for environmental sustainability. San Francisco: Jossey-Bass.
Kickul, J. and Bacq, S., 2012. Patterns in social entrepreneurship research. Cheltenham, Glos, UK: Edward Elgar.
Marchington, M. and Wilkinson, A., 2012. Human resource management at work. London: Chartered Institute of Personnel and Development.
McGuire, D., Garavan, T. and Dooley, L., 2012. Fundamentals of human resource development. Los Angeles: SAGE.
Morris, M., 2012. Unleashing Human Expertise Through Work/Life Initiatives. Human Resource Development Quarterly, 23(4), pp.427-439.
Poell, R., 2012. Organizing human resource development: towards a dynamic network approach. Human Resource Development International, 15(5), pp.525-528.
Sambrook, S., 2012. Human and resource development is hard. Human Resource Development International, 15(2), pp.135-139.
Scully-Russ, E., 2012. Human resource development and sustainability: beyond sustainable organizations. Human Resource Development International, 15(4), pp.399-415.
Taylor, S. (2010), Resourcing and Talent Management, 5th ed. CIPD
Torrington, D., Taylor, S. And Hall, L. (2011), Human Resource Management, 8th ed. FT/Prentice Hall
Truss, C., Mankin, D. and Kelliher, C., 2012. Strategic human resource management. Oxford: Oxford University Press.
Werner, J. and DeSimone, R., 2012. Human resource development. Mason, OH: South-Western.
Wilson, J. and Wilson, J., 2012. International human resource development. London: Kogan Page.
Wilton, N. (2011), An Introduction to Human Resource Management, Sage Publications
Yawson, R., 2012. Leadership and management development: developing tomorrow’s managers. Human Resource Development International, 15(1), pp.131-134.
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