HR development and talent management

Human Resource Management is important to learn because in today’s scenario every organization has this HR department. Basically this department work for the employees of the company. They take interviews; give their opinion to the admin department for the employee. In this assignment I try to describe importance of HRM, advantages of HRM, some activities which actively taken by HR person for their employees and company benefits.

I also mention why training required in any company. Also how it’s affect to the company’s development, advantages and disadvantages of training, objectives, importance of training and development in organization.

TASK-1

INTRODUCTION OF HRM

Human Resource Development (HRD) is the framework for helping employees develops their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, tuition assistance, and organization development.

The focus of all aspects of Human Resource Development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers.

Human Resource Development can be formal such as in classroom training, a collage course, or organizational planned change efforts. Or, Human Resource Development can be informal as in employee coaching by a manager. Healthy organization believes in Human Resource Development and covers all of these bases.

There is a long-standing argument about where HR-related function should be organised into large organization, e.g. “should HR be in the Organisation Development department or the other way around?”

The HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organisations looked to the “Personal Department,” mostly to manage the paperwork around hiring and paying people. More recently, organisation consider the “HR Department” as paying a major role in staffing, training and helping to manage people so that people and the organisation are performing at maximum capability in a highly fulfilling manner.

Recently, the phrase “talent management” is being used to refer the activities to attract, develop and retain employees. Some people and organisations use the phrase to refer especially to talented and/or high-potential employees. The phrase often is used interchangeably with the field of Human Resource Management – although as the field of talent management matures, it’s very likely there will be an increasing number of people who will strongly disagree about the interchange of this field. For now, this Library uses the phrases interchangeably.

OBJECTIVES:

Societal objective: To be socially responsible to the needs and challenges of society while minimizing the negative impact of such demands upon the organisation. The failure of Organisations to use their resources for society’s benefits may result in restrictions. For example, societies may pass laws that limit human resource decision.

Organisational objective: To recognize that HRM exists to contribute to organisational effectiveness. HRM is not an end in itself; it is only a means to assist the organisational with its primary objectives. Simply stated, the department exists to serve the rest of the organisation.

Functional objective. To maintain the department’s contribution at a level appropriate to the organisation’s needs. Resources are wasted when HRM is more or less sophisticated than the organisation demands. A department’s level of service must be appropriate for the organisation it serves.

Personal objectives. To assist employees in achieving their personal goals, at least insofar as these goals enhance the individual’s contribution to the organisation. Personal objectives of employees must be met if workers are to be maintained, retained and motivated. Otherwise, employee performance and satisfaction may decline, and employees may leave the organisation.

IMPORTANTS OF HRM ACTIVITIES.

We must understand the importance of HRM in any organization. Here I mention main theories of HRM, how they work in organisation.

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Performance appraisal is concerned with de determining how well employees are doing their jobs, communicating that information to the employees and establishing a plan for performance important.

Training and development activities help employees learn how to perform their jobs, improve their performance and prepare themselves for more senior positions.

Career planning and development activities benefit both employees (by identifying employee career goals, possible future job opportunities and personal improvement requirement) and the organisation (by ensuring that qualified employees are available when needed).

Employee motivation is vital to the success of any organisation. Highly motivated employees tend to be more productive and have lower rates of absenteeism and turnover.

These theories are affecting and work differently in. Here I take Solar industries. In industry there are different department for different work. Each department has their own responsibilities. Each and every employee has duties and they know how to work and when and where they want training for their improvement. Managers also know where are their employees and they motivating them to achieve target and goal.

In solar industry Human Resources department is important. This department choose the employees because of their talent, education, and work experience. After selection of employees they send them for training. After joining they have whole data regarding their work, development, how they utilise their knowledge for company benefit. Admin department also look after of all these things. Because they decide employee’s payroll and what work force they want. IF employee works well they provide financial appraisal.

Solar Industries have developed the type of modal in HRM. If company have to change our weakness they want to adopt that type of bullet key.

We can see the best example of TATA INDUSTRIES PVT . LTD. They also apply good training, good management, good recruitment. That is very important to the company because they approach the goals and objective

TATA INDUSTRIES PVT.LTD

Tata Industries is one of the best largest industry to india. Tata to explore the more item to the india Company are adopt HRM MODAL

Employee motivation

Future Plan

Promote employee capability

Company Development

Employee job structure

Company are follow this process for develop HRM in his company.

HPWS Model:-

“This paper focuses on constraints on the effectiveness of high performance work techniques deriving from the traditions of craft-based trade unionism and long-established structures and fundamentally managerialist nature of HPW accounts that assume labour’s position in the high-performance equation to be simply one of recipient of managerial initiatives.” – Abstract

“HPWS are changing the structure and content of work. Jobs are being redesigning to give front line employees the opportunity to make work-related decisions. Front-line workers in HPWS have greater autonomy and control over job tasks and methods of work (Hackman and Oldham 1976, 1980). Without autonomy, discretionary effort would be tightly circumscribed by preset management limits on individual or group activity, and workers would have few opportunities to participate meaningfully in substantive decisions. Communication, autonomy, problem solving, and decision making by front line workers can exist within a variety of organizational settings, but many managers believe that they are enhanced when carried out within groups or teams.”

Benefits of HPWS

“HPWS are built on key business process that deliver value to customers, as there processes and customer relationships change, so too should the work system

They are flexible, and, therefore more easily adapted

When changes occur, it should be guided by the clear understanding of the business needs and exhibit a close vertical fit to strategy.”

Conclusion

Solar Industry are suffering in staff skill and develop at levels of company have to managing human effort, environmental resources, and corporate resources. Company have use the importance of activity in company If company are appointed HR director so he has to be follow all condition which required for solar industry. Company want to apply HRM Strategy

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HR Strategy is a document to show the employees in HRM and the rest of the organisation the main imperative and key initiatives of Human Resources to be achieved and how they will impact the whole organisation.

RECOMMENDATION:

Solar Industry are care to the entire factor. Now they applying today company are not going well. As indicate to high labour turnover rates. Recruitment problems. Succession problem, and some doubts about the leadership. So they company solve the problem and correct to the problem.

TASK-2

Training and development in solar industry

Introduction

Training and development is a subsystem of an organisation. It ensures that randomness is reduced and learning or behavioural change takes place in structured format.

TRAINING AND DEVELOPMENT DEFINED

It is concerned with the structure and delivery of acquisition of knowledge to improve the efficiency and effectiveness of organization. It is concerned with improving the existing skills and exploring the potential skills of the individual i.e. upgrading the employees’ skills and extending their knowledge. Therefore, training is a key to optimizing utilization human intellectual technological and entrepreneurial skills

Training and development referred to as:

Acquisition and sharpening of employees capabilities that is required to perform various obligation, tasks and functions.

Developing the employee’s capabilities so that they may be able to discover their potential and exploit them to full their own and organisational development purpose.

Developing an organisational culture where superior-subordinate relationship, team work, and collaboration among different sub units are strong and contribute to organisational wealth, dynamism and pride to the employees.

INTRODUCTION OF TRAINING

It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitude and behaviours to enhance the performance of employees.

TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives:

Individual objectives

Organisational objectives

Functional objectives

Societal objectives

Individual Objectives – help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organisation.

Organizational Objectives – assist the organisation with its primary objective by bringing individual effectiveness.

Functional Objectives – maintain the department’s contribution at a level suitable to the organisation’s needs.

Societal Objectives – ensure that an organisational is ethically and socially responsible to the needs and challenges of the society.

IMPORTANCE OF TRAINING AND DEVELOPMENT

It helps to development human intellect and an overall personality of the employees.

Productivity – Training and development helps in increasing the productivity of the employees that helps the organisation further to achieve its long-tem goal.

Team spirit – Training and development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees.

Organisation Culture – Training and development helps to develop and improve the organisational health culture and effectiveness. It helps in creating the learning culture within the organisation.

Organisation Climate – Training and development helps building the positive perception and feeling about the organisation. The employees get these feeling from leaders, subordinates, and peers.

Quality – Training and development helps in improving upon the quality of work and work-life

Healthy work-environment – Training and development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals align with organisational goal.

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Health and Safety – Training and development helps in improving the health and Safety of the organisation thus preventing obsolescence.

Morale – Training and development helps in improving the morale of the work force.

Image – Training and development helps in creating a better corporate image.

Profitability – Training and development leads to improved profitability and more positive attitude towards profit orientation. Training and development helps in developing leadership skills, motivation, loyalty, better attitude, and other aspects that successful workers and managers usually display.

Development of Human Resources – Training and development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioural skills in an organisation. It also helps the employees in attaining personal growth.

Development of skills of employees – Training and development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employee.

ADVANTAGES OF TRAINING AND DEVELOPMENT

Increased job satisfaction and morale among employees

Increased employee motivation

Increased efficiencies in processes, resulting in financial gain

Increased capacity to adopt new technologies and methods

Increased innovation in strategies and products

Reduced employee turnover

Enhanced company image, e.g., conducting ethics training

Risk management, e.g., training about sexual harassment, diversity training.

REPORT

FROM – HR CONSULTANT

TO – BOARD OF DIRECTOR

SUBJECT – RECOMMEDATION TO LEARNING AND DEVELOPMENT IN SOLAR INDUSTRY

Training and development is one of the best advantage to the process of our company. Company to use the training and development to the best practise to in organisation. They need to be used the progress of company to training and development in solar industry.

CONCLUSION:

Training and development to need the every company. Because the company staff is using the training to the company. And they also need to the learning development process. Company use the best way for high approach to the future goal and objective.

TASK-3

INTRODUCTION

Talent Management refers to the process of developing and integrating new workers. Developing and retaining current workers. And attracting highly skilled workers to work for a company. Talent management in this context does not refer to the management of entertainers. The term was coined by David Watkins. The process of attracting and retaining profitable employees, as it its increasingly more competitive between firms and strategic importance, has come to be known as ” the war for talent”

REPORT

From- HR CONSULTANT

To- Board Of directors

Subject- Recommendation about Talent management

Talent management to need to the our company because Talent is most important to the objective and goals, Talent management is using the our benefits and approaches to the our company. Many Company using this talent management they need to company profit. They using the system view of talent has five elements

Need- the business need derived from the business model and competitive issue.

Data collection – the fundamental data and “intelligence” critical for good talent decision

Planning – people/talent planning guided by data analysis.

Activities – the conversion of plans into integrated sets of activities.

Results – costs, measures and effectiveness criteria to judge the value and impacts of TM.

CONCLUSION:

The current discussions about traditional understanding, current application and integration with business strategy are also helping organisations to focus on the talent management issue. It may not possible

to simply go out and recruit new people to meet operational needs. Many leading companies have decided to develop their own people, rather than trying to hire fully skilled workers.


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