Accrediting & Assessment Bureau for PostSecondary School (AABPS)

Level 5 Diploma in Business Management Studies

UNIT 9: Human Resource Development

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Table of Contents
Introduction..................................................................................................................3
TASK 1.........................................................................................................................4
1.1 Definitions of Human Resource Development and evaluate the growing
recognition of HRD in organization performance....................................................4
1.2 Evaluate of learning and development theories and the internal and external
barriers......................................................................................................................5
TASK 2.........................................................................................................................7
2.1 Evaluate the concepts of personal and Organizational Development in learning
and development theories.........................................................................................7
TASK 3.........................................................................................................................8
3.1 Analyze the influence of organization leadership and culture on learning and
development..............................................................................................................8
3.2 Critically analyze the impact of organisation strategy and environment............9
3.3 Critically analyze the impact of organisation strategy and environment..........10
TASK 4.......................................................................................................................11
4.1 Nature of a performance management program how it links with learning and
development............................................................................................................11
4.2 How to Measuring the performance.................................................................12
4.3 Evaluate of range of motivation theories..........................................................12
TASK 5.......................................................................................................................14
5.1 Processes of human resource development.......................................................14
TASK 6.......................................................................................................................15
6.1 Importance of management development and organizational performance.....15
Conclusion.................................................................................................................16
References..................................................................................................................17

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Introduction
At present organizations, Human Resource Management is playing vital role in overall area of the
organization as a critical factor. By this study discuss how role of human resources performing in
an organizations and explaining how to analyzing the learning and development theories
application. This study is also further explaining organizational factors influences to learning and
development for the organization while describing impotency of Human Resources Developments
and trend of performance management.

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TASK 1
1.1 Definitions of Human Resource Development and evaluate the growing recognition of
HRD in organization performance.
The term, Human Resource Management (HRM) is used for defining formal systems which
devised for the managing the individuals within the organizations. According to Armstrong (1999),
the key responsibilities of human resources are able to divide into three areas of management like
staffing, employee compensation, and job designing/defining. The essential and ultimate purpose
of HRM is increasing productivity of the certain organization by optimizing the employee
effectiveness.
In this contrast, which is unlikely to change in any way to fundamental even in spite of ever
increasing changing modern business world. According to Gubman observation, the fundamental
mission of human resources would be always able to extracts development and able to retain
certain talent thereafter it leads to align workforce according to expectation of business. In
addition, it would be excellent contributor to the business and those challenges will never change
under any circumstances
Up to recently, any organizations department of human resources always consigned to lower level
step in corporate hierarchy, in spite of the factor which its permission to replenish and encourage
the work force of the company. Therefore, that is frequently cited legitimately as organizations
one of great resource. In near recently recognition of the impotency of human resources
management to a companys overall strangeness has grown accordingly and dramatically.
This importance trend of recognition in HRM is extends to even small businesses. In many
instances small business do not usually have same amount of human resources as large
organizations. However, they also faced some personnel management problems and that able to
decisive impact on the good health of the business. According to definition of Irving Burstiner By
hiring of right peoples and properly training them well means they often mans the variance in
between scratching out the barest of livelihood and it leads to stable business growth, also
employee issues do not able to discriminate between small and big business. In such case you may
able to find them in all type of businesses organizations regardless of its size
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1.2 Evaluate of learning and development theories and the internal and external barriers
There are many responsibilities, which are associated with activities of learning and development.
Meanwhile, it consisting of determinations of particular training programs, design, perform and
analysis. In this issue, HRM professional should have to know about the fundamental of learning
and motivations as well as they must carefully design and observe programs of training which
benefitted the overall organizations and individual as well. The significant of this business
operation element can over state hardly. According to Roberts, Seldon and they indicated in HRM
as the quality of employees and their development by providing training and educations are key
factors in determining long term profitability.
For instance, Tesco generally provides the structured monitoring tools to evaluation training and
development. This trend consisting of scheduled task, timetables, checklist, and relevant measures.
Employees are able to assess themselves by setting objectives by activity plans, Personal
Development Plans and record the results in learning logs. Tesco is consistently measuring their
improvement in performance after training (The times 100, 2010).

Figure 1:
(Source: http://businesscasestudies.co.uk/tesco/)
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Leaning theory can be defined as body of principle which advocated by psychologist and educators
to explaining how individuals acquire skills, knowledge and their attitudes. There are different
branches of leaning theory, which used in usual training program to enhance and increase the
process of leaning. According to Dixon (1994) the key concepts like leaning outcomes, training
objectives and depth of training would have to apply too. Therefore, appropriately integrated
learning principles generally derived by the theories.
Since long time, many of theories consistently attempted to explain the way of how people tend to
be learn. However psychologist and educators are not in complete agreement and many of them
are agree with the learning may defined by combination of two basic approaches such as
behaviorism and cognitive theories.
External barriers of leaning arise from the external environment, in these cases organizations may
have only little or neither influences, and it is far less control. As per Dickson (1995) the useful
starting point of recognizing external barriers to lean is looking for the organizations main
stakeholder like funders of the company, other competitive organizations, public, as well as
supporters.
Internal barriers of leaning are including restricting of learning due to timescales compressed and
discouraging the experimentation, Incentive and rewards for the learning are not sufficient, System
of approaching, storing, transferring and disseminating of learning system are not properly
developed and its under resources and inadequate (Dixons, 1994).

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TASK 2
2.1 Evaluate the concepts of personal and Organizational Development in learning and
development theories
Training in physically, socially, intellectually and mentally are vital when facilitating just only the
in the productivity level but also development of personnel in every organizations. However,
knowledge is kind of ability and the skill which leads to understanding the certain information that
all concern person requires to acquiring the function effectively and able to carry out efficiently. In
this contrast, Human Resources are the most valuable assets in every organization when comparing
the machines, materials, and even liquid case. In this sense able to understand that, nothing will get
without involving human power.
According to Abiodun (1999) has submitted that, learning is kind of systematic development of
knowledge, attitudes and skills which required by the employee to carry out certain task or job. It
able to take in place that in several ways such as on and off the job, within organization or outside
organization. As per explanation of Adenivi (1995) the staff training and development is kind of
activity which able to make very important contribution the entire effectiveness and company
profitability. As per his theory, highlight that there are systematic approach to provide proper
training that encases the key elements of the training. Success of the organization and effectiveness
depending on the peoples those who leads to form and work within organization. It leads the
company employees to carry out their duties in very professional and skillful way and leads to
make meaningful contributions to organization by acquiring the particular skills and knowledge for
organization development.
Learning would have to monitor as a part of human development. Therefore, development of
human is a kind of process, which leads to enlarging peoples choices. According to this principle,
choices can be infinite and change since long time. However all level of development trends, there
are three vital factors required for the individuals to living long and healthy life. In order to acquire
knowledge by proper leaning and it would able to access the resources required for the decent
living standard. As per Dixon (1993) in case of these vital choices are no longer existences in
many of other opportunities, which left inaccessible? Therefore, according to concept of human
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development, income is only one option that people would like to have albeit and significant one.
In this situation, Development must be just rather expansion of the income and wealth of the
individuals. There is significant requirement of incorporating the learning into organizational or
roles of the institutional and the staffing of these roles. The overall activity of direction enable to
peoples to be premises on knowledge and skills, which required for improving productivity of the
organization.

TASK 3
3.1 Analyze the influence of organization leadership and culture on learning and
development.
The aim to analyze how organization leadership and culture impact of learning and development
which eventually effect organizational performance, The amount of collaborative culture is
usually influencing the organizational learning and performance as well as encourages the
development of organizational learning and same time it significantly effecting on the business
performance. As per James and Posner (1993) secondly, it emphasized that the organization
culture does not constitute itself as competitive advantages source. In this case, collaborative
organizational culture must modify by the learning, the organizations guideline, and attitudes
to enhance its completive performance. By assuming of usual flow of collaborative culture
and leadership influence to leaning and development there is a possibility find out the
relationship, which may occur in reverse order. Therefore, require to analyze the other
variables influences such as organizational structure, leadership, and organizational corporate
strategy, which have effect on learning and development (Paula, 1987).
By properly establishing of the knowledge strategy able determined that the affects of all area of
the organization. For initiatives of knowledge management, which is actually effective to take
in to account, the social background of learning will take the place. As per Edgar (1987),
culture requires to be re examined the light of action in managing the entire organizational
infrastructure of learning. There is a requirement of study culture influences of organizational
learning which in return influences business performance

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3.2 Critically analyze the impact of organisation strategy and environment.

Figure 2: Business Environment

(Source: http://www.right.com/thought-leadership/research)

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3.3 Critically analyze the impact of organisation strategy and environment.

At present competitive business environment, organizations not able to afford to waste whatever
potential of their employees. There are main factors in the employee workplace environment,
which directly influence their level of motivation as well as performance. Therefore, workplace
environment is usually set impacts of morale of employees, engagement, and productivity in
positively and negatively. As per Sims (2000) it is not coincidence in new programs which lead to
address employee lifestyle changes, balance of work/ life, fitness and health. Previously those facts
are not considers as key benefits but at present it becomes primary considerations of potential
employees and it becomes a common practice in well-established companies such as Unilever and
Tesco. Both companies are very concern about the work place environment and those companies
are adjusting their strategies accordingly (Barry, 2007).
In order to motivating employees, organizations would have to implement some motivational
strategies such as performed based pay, agreements of employment security, support to practices
work/life balance and different form of information sharing. As per Sims (2000) there is a
requirement of many firms training the worker to become required inputs in to the process
production.

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TASK 4
4.1 Nature of a performance management program how it links with learning and
development.
Learning and development refers to imparting particular skills, abilities, and knowledge to an
employee. According to formal definition of Dixon (1994), learning and development is something
attempt to improve existing or future performance of employee by increasing of employee skills
and abilities to perform by learning, changing of employee attitude or increasing their skills and
knowledge according to requirement of organization.
However, training and education is varying in nature and orientation. For instance, any individual
who under goes training required having some formal level of education and no any training
program able to accomplish without proper education elements. In order to choose any other
solution for the job related problems, program of training are looking to widen and enhance the
certain individual by the proper education. In this situation, organization must consider the aspect
of education and training when planning company-training programs. Generally, Development are
refers to those learning opportunities designed to support employee to developed him or herself.
Development is usually not just skilled oriented. It provides the general knowledge and attitudes,
which would support to employee to climb up higher position. Effort, in the direction of
development frequently depends on personal drive and ambitions accordingly. Activities of
development like those are supplied by the development of management performance are generally
occurred in voluntary basis.

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4.2 How to Measuring the performance

The requirement of training and development is usually determinate by the employee performance,
which able to compute as follows.
Requirement of Training and Development factors = Factors of standard performance Factors
of real performance
According this sense can be making certain difference in between training, education, skill
development. Such differences lead to acquire better outlook regarding the meaning of the terms.
Training, as indicated previously, refers to the activities of imparting particular skills, Education
and on other hand, which able to confine to theoretical learning of the classroom.
4.3 Evaluate of range of motivation theories.
There are three ways of motivational theories come to practice in management in 20 th century as
psychological, Psychodynamic, behavioral and humanistic. As theorist, Maslow is conventionally
associated with the humanist of psychology but major theorist in all of these three areas directly
influence him and he able to made important contribution to each development in field in
psychology during the 1930 to 1970. Maslows contributions are continually inform, motive and
challenge the scholarship in field of human skills enhancement, personally development, and
motivation. His model, which describes human needs and behavioral motivation, would be direct
connected with the social sciences and it is find out by supporting of other key thinkers in the
background of functionalist traditions. As per Adler (1977) Maslow has proposed hierarchy of
human need the fist theory of behavior motivation and by his model explains five of needs such as
physiological, safety, love, esteem and self actualization. These basic needs organized in
accordance to relevant prepotency. Once fundamental need of certain individuals has met there are
higher needs arise as primary behavior motivators. One of most salient needs is being center of
behavior while other needs may continue to influencing the certain person. However, those needs
are emerge as primary motivating factors, which belong to human behavior. Because of
gratification which is means by higher requirement to develop prepotency. As per Lawson (1989)
according to Maslow proposal the physiological, safety, love and esteem requirement cease
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primary motivators such as behavior when those are satiated. He further explains how is hungry
person willingly surrender his requirement for self respect to keep his life but he able to get the
food, shelter and clothe by him then he becomes to expecting rather things. These theories are
mainly oriented and designed with limited human needs. At present human needs, very board and
they expected many things especially further training opportunities many facilities rather than
usual needs.

Figure 3: Maslows Hierarchy of Needs

(Source: http://www.businessballs.com/maslow.htm)

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TASK 5
5.1 Processes of human resource development
In present organizations such as Tesco and Unilever, every HR related decisions has its potential to
consequences in litigation even it made by the line supervisor, senior manager or partner of
business. As per Sims (2005) the effective human resources development process is as follows;

Able to perform good leadership for coaching and mentoring employees

Supporting for the employee to advance in their careers
Performance management is supporting employee to be set and achieving the aims
HR strategic planning to support the process of improving production levels and employee

retention
Compensation and employee benefits on training able to keep organization in competitive

level
Staffing and selection will be leads to prepare the proper recruitment system to hiring right
talented individuals (Wilson, 2005).

TASK 6
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6.1 Importance of management development and organizational performance

Management development usually linked with key aspect of strategic human resource management
approach. There is little experiential evidence which it really contributes the vitally to superior
firm performance and if it performed, precisely those elements of management development
practices will be lead to these positive consequences. Even though, the amount of variances
substantially enhance in case of variable introduced and when it capture the way of management
development being visualize and implemented. By using of Causal path, analysis able to indicate
favorable strategic match and organizational match according to assumptions of line manager point
of view of significant provided to management development in return able to make out high from
low performing companies. As per Paul and Anantharaman (2003) even it may looking like
common thing, the effective performance management practices are not required be always place
in organization. In many instances, this would be an area of organizations which do not get it right
instead having partial practices. By completely capitalizing possible alignment in between efforts
of individuals and able or get expected organizational outcomes by significantly improve the result
from the subordinates (Schuler and Jackson, 1999).

Conclusion
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Understanding of the role of Human Resource Development and performance management of the
organization is very important. Learning and development theories are important to organization
when designing the training programs to increase employee working skills and motivation. In
addition, there is a prime requirement to study nature of performance management and its
relationship with learning and development as well as management development and
organizational performance.

References
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Barry, P. H. (2007) The impact of office comfort on productivity, Journal of Facilities
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Lawson, T. E. (1989) The Competency Initiative: Standards of Excellence for Human Resource
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Rothwell, W. et al. (1999), ASTD Models for Workplace Learning and Performance: Roles,
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The times 100 (2010) Business case studies : Available from :

http://businesscasestudies.co.uk/tesco/motivational-theory-in-practice-at-tesco/the-mayo
(Accessed on 05-03-2011)

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