The Human Resource Management (HRM) Evaluation
Introduction
In an organization or a business institution, the human resource department is the best asset that a company can have specially in choosing the right man for the job. The ability of the human resource manager and the staff are immeasurable for they can clearly say from the start of the interview process who is the qualified applicant for the position. There are many instances that the skill of the human resource is not in that; there comes the duty that the newly-hired employees should be trained first before they can go on solo in the job. The duty of the human resource personnel is to monitor the progress and train them more to achieve the development that the boss is expecting. The job of human resource personnel doesn’t stay in the four walls of the office; they also take the duty of being a baby sitter to keep the employee give their best.
To answer the need for the improvement of an employee, sometimes the human resource person makes a procedure or craft a new technique to meet the expectations in the newly-hired employee. The process should be therefore, develop and as a result can bring the best in the employee.
Statement of the Problem and Purpose
The study is trying to strive for the proper tool for the development of the employee in the company. It is not the sole priority of the resource personnel to carry the task alone. The good equipment is a thing that a human resource person should be equipped. But the improvement still lies in the hands of the trainee and if he tool weren’t successful, that doesn’t necessarily means that the tool is ineffective.
Background and Significance of the Problem
Handling a human resource department is not as easy as the others think of. The human resource department is the very place that the secrets should be kept locked. The management is entitled to have a employee evaluation and they usually rely the evaluations in the human resource because that department is the first department that taught and oriented the employees. Somehow, the human resource manager has a say to the decision of the high management. The decisions are based on the data and observations that they gathered from the start of the work up to the recent. Their opinions can affect the decisions of who is going to promote and who is going to leave earlier than expected.
Questioning the skill of the human resource personnel is not a good basis to do this study. But the question about the human resource’s role is enough to answer the human resource development that is needed? And how does the development of a process can affect the growth in the skill of the employee and does every employee need it.
Preliminary Literature Review
The employee competence and attitudes ultimately determine the level of success business organizations achieve. Therefore many training programs can improve both competence and attitudes.
It is individual employees who execute the plans, policies and procedures of an organization. If they do not know how to execute these, or are not committed to a successful execution, even the best of strategies cannot help an organization.
Do Experienced Employees Need Training?
The organizational culture and standard practices determine how employees go about their roles. When an employee moves from one organization to another, she or he takes along the style the person has become accustomed to.
If the new organization has a different culture and way of doing things, the new employee's style can cause conflict, or even ridicule. Such negative feedback can soon result in the employee losing all the enthusiasm that the person brought in. Without motivation, performance suffers.1
Induction training, making new employees familiar with the culture and practices of the organization, is as important for experienced employees as for entry level employees.
Goals of Employee Training Programs
Competence is the ability to perform well in a specific role. This ability comes from knowledge, skills and behavior. Knowledge provides the expertise and information. Skill is the capacity to bring about desired results. And the employee's behavior can help or hinder achievement of the results.
The importance of attitude training would have begun to be apparent by now. Wherever people gather together, there is the chance of conflict, particularly between employees and their bosses. By training employees to get along well with authority, and also with people of different viewpoints, their own careers benefit as well as organizational performance.2
Employee Training Process
Meaningful training is possible only if the roles of all employees have been clearly defined. With the roles clear, it becomes possible to identify the knowledge and skills required to perform these.
Employee training programs range from trade apprenticeships to years-long professional courses in engineering and medicine. New employees also require a course of induction training to make them fit into their new teams, and learn the culture and ways of doing things in their new organization. All training programs seek to develop competence and the right attitudes for performing defined roles.3
Methodology
Typical Reasons for Employee Training and Development
Training and development can be initiated for a variety of reasons for an employee or group of employees, e.g.,:4
1. When a performance appraisal indicates performance improvement is needed.
2. To "benchmark" the status of improvement so far in a performance improvement effort.
3. As part of an overall professional development program.
4. As part of succession planning to help an employee be eligible for a planned change in role in the organization.
5. To "pilot", or test, the operation of a new performance management system.
6. To train about a specific topic.
Typical Topics of Employee Training
The human resource management can deliver different topic in doing the employee training:5
1. Communications: The increasing diversity of today's workforce brings a wide variety of languages and customs.
2. Computer skills: Computer skills are becoming a necessity for conducting administrative and office tasks.
3. Customer service: Increased competition in today's global marketplace makes it critical that employees understand and meet the needs of customers.
4. Diversity: Diversity training usually includes explanation about how people have different perspectives and views, and includes techniques to value diversity
5. Ethics: Today's society has increasing expectations about corporate social responsibility. Also, today's diverse workforce brings a wide variety of values and morals to the workplace.
6. Human relations: The increased stresses of today's workplace can include misunderstandings and conflict. Training can people to get along in the workplace.
7. Quality initiatives: Initiatives such as Total Quality Management, Quality Circles, benchmarking, etc., require basic training about quality concepts, guidelines and standards for quality, etc.
8. Safety: Safety training is critical where working with heavy equipment , hazardous chemicals, repetitive activities, etc., but can also be useful with practical advice for avoiding assaults, etc.
9. Sexual harassment: Sexual harassment training usually includes careful description of the organization's policies about sexual harassment, especially about what are inappropriate behaviors.
General Benefits from Employee Training and Development
There are numerous sources of online information about training and development. Several of these sites (they're listed later on in this library) suggest reasons for supervisors to conduct training among employees. These reasons include:6
1. Increased job satisfaction and morale among employees
2. Increased employee motivation
3. Increased efficiencies in processes, resulting in financial gain
4. Increased capacity to adopt new technologies and methods
5. Increased innovation in strategies and products
6. Reduced employee turnover
7. Enhanced company image, e.g., conducting ethics training (not a good reason for ethics training!)
8. Risk management, e.g., training about sexual harassment, diversity training.
Anticipated Outcomes
The correct use and understanding of the humane resource activities is a best foot that can be done. When the entire right thing to do is well developed and the outcome from the employee is seen, the sudden change in his kind of environment in work is much more appreciable than before. The employee can experience it well and he can say the difference. The company can weigh more in the competency among the employees and it is good in the nature of the business.
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