HUMAN RESOURCE MANAGEMENT CASE STUDY ANALYSISCASE 1FORMULATION GUIDE FOR NEW L & D STRATEGY This case study is about a new business in UK operating in the sector of hospitality. The business is steadily growing as a result of acquisition of public houses and small independent houses. The company has 15 separate businesses, which up to now are been managed by the previous owners. At the moment, the new owners indent to consolidate the businesses and design one clear mission, vision and business goals, and hence, in the processes of this developments, the Learning and Development and Human Resource strategies, practices and policies should be formulated for the whole business.
Due to these new unfolding, my role as a Learning and Development consultant would be to offer a preliminary guidance and advice on how to approach and plan all the education, learning and training aspects for the consolidation of the businesses. The quality of the workforce as well as their development through education and training are fundamental elements in establishing long-term profitability for the business. When you keep and hire quality workers, it is a worthwhile policy to empower their skill development in order to improve their productivity (Armstrong, 2008). Often, training is considered only for new staff.
This is a fault since ongoing training and development for existing staff would assist them to rapidly adjust to the impending changes of the job requirements. The Objectives of T& DThe reasons why it would be necessary to focus on the development and growth of employees pending consolidation of the business include: Developing readily available pool and sufficient replacements for the employees who be promoted or leave the organization Improving the ability of the company to used and adopt technological advances because of adequately knowledgeable employeesCreating a more effective, efficient and well motivated workforce that would be able to improve the firm’s competitive position as well as staff morale Making sure there is enough human resources for the consolidation plans The process of T& DThe approach below outlines the necessary steps for the employee training Company objectives Assessments of needs Does a gap(s) exist Objectives for training Choosing the trainees Decide the training mode and methodsDetermine evaluation means Administer the training Training evaluation Auditing the T & D NeedsThe training needs could be measured by auditing three core human resource aspects: the company as a whole, the individual’s needs and the characteristics of the job.
The auditing process will entail analyzing the following elements. Staff records Culture differences Standardize results Customer feedbacks The current HR policy, mission statement and the commitment of stakeholder to fund itAnalyze the what value previous T & D added Strategic plan (5 fives from now) and what T & D can add to realize that Start by evaluating the company’s current status, on how respect to how it does things, and employees’’ ability to perform their duties.
This audit will offer some benchmark upon which the effectiveness of the T& D initiative would be evaluated. After this audit you would be able to establish exactly where T& D in needed.