H.R Final Exam AAST

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Final Exam

Group Tuesday 2 w
Human Resources

Presented by: Abdel Rahman Salah Amer

Presented to: Dr Ayman Metwally


1) If you have been appointed as an HR director for an Egyptian
ministry after the revolution. Provide a detailed HR plan for
improving the HR function in the ministry. Clearly state what
actions you would take and what you hope to achieve by them

- Sure after revolution we need to re- improve employee


performance, productivity and skills. So if we're thinking of
designing a new employee training program, there are a few
foundational steps we can take to ensure our program
effectively addresses organizational needs and goals.

Types of employee training programs

- Instructor-led training

The instructor-led training model is a timeworn and traditional


approach to employee training. Typically, these initiatives are
directed by designated development professionals who may use
a combination of informational materials and instructional tools
when conducting their lessons. Instructors guide employees
through materials and exercises through different educational
tactics. This type of training can be time consuming, but it often
provides the necessary resources to help employees understand
the value of complex topics.

- Virtual learning

Virtual learning is a training model that has become more


popular within recent years as technological advancements have
created a framework that lends itself to successful e-learning.
This type of training is composed of a variety of interactive
media activities—games, guided reading, videos, tests and other
industry-specific components. Virtual learning is relatively low
cost and can be incredibly simple to implement, especially for
organizations with remote employees. One limitation of virtual
learning, though, is the lack of instructional support offered to
employees.

- Hands-on training
-

Hands-on training is usually an individualized approach to


employee development. This type of training includes
experiential learning opportunities through on-the-job
participation. Through hands-on training, employees can
quickly jump into their roles and begin to understand where
they fit into an overarching organizational structure. While this
type of training can be very successful in terms of individual
development, it can be time sensitive and requires high levels of
support and resources on behalf of an organization.

Group training

- Group training typically involves larger training sessions where


multiple teams of employees take part in guided activities and
discussions. This type of training can help teams bond and
become more invested in each other's individual success. Group
training is a great way to foster collaboration. Even further,
group training can be very effective as it introduces various
perspectives and knowledge sets into one setting. With this in
mind, though, some instructors may find group training
challenging to facilitate because of the potential for discordant
opinions.

- Job enlargement training

Job enlargement training mechanisms typically expand an


employee's current position by allowing them to perform
supplemental tasks and duties gradually. These supplemental
tasks typically fall within the same level of complexity and
competency that an employee is currently performing.
Organizations usually use job enlargement training when they
restructure roles or award promotions. With this type of
training, it's important to remember that simply giving an
employee more duties isn't always perceived as development by
the employee. Therefore, job enlargement training should
include job enrichment as well as build more agency and
control into an existing employee's position.

- Coaching

Coaching is a training style that addresses individualized needs


in an effective, small-group environment. This training method
involves a more experienced employee or leader providing a
new employee with advice, guidance and goals to help them
develop their skills. Coaching has become a popular way to
improve employee performance using one-on-one training
strategies that are personalized by the participants.

- Succession training

Succession training is designed to help cultivate the talent of


potential organizational leaders over a longer period of time.
This training style identifies high-performing employees and
develops their skills so that they may one day become
successful managers within the organization. Succession
training can be a challenge to execute, as its very existence may
decrease the morale of other employees who aren't selected to
participate. Despite this, succession training can help prepare
the future managers of your organization to lead teams
effectively.

Action take to create an effective training program for


employees

1. Designate a training program manager

To ensure your training program will run seamlessly, you'll want to


designate a particular individual to serve as your training program
manager. This could be you, another HR professional, an existing
development manager or an external expert who can offer a new
perspective to your team. Regardless of the individual you choose, they
should be up to the task of managing employee training and development.
They may design, plan or execute training initiatives and track the
progress or impact of such initiatives using a comprehensive data-driven
system. Designating a training program manager can help keep your
efforts on track.

2. Assess training needs of employees

Once you designate a training program manager, they should run


assessments that can help determine employee learning needs. They
should design these assessments to identify any potential gaps in skills or
particular strengths that employees possess. Employee assessments may
help reveal vital feedback items that could greatly inform what type of
training you need to support team members in their growth. With this
type of research undergirding their efforts, the training program manager
can build an initiative that effectively addresses any challenges or
vulnerabilities that your team is facing.

3. Design programming to address organizational needs

After assessing employee training needs, your training program manager


should try to align such learning needs to organizational goals. They
might do this by evaluating an organization's performance over a period
of time and identifying any existing disparities in production. Having a
data-driven reason behind an initiative can help increase its overall
positive impact. A program manager should analyze how potential
training programs will affect an organization's mission overall—training
programs must have an expressed purpose and target outcome to be
useful in the long run.

4. Set goals and benchmarks

With organizational and employee needs in mind, the training manager


can start to create the infrastructure for your training program. Using the
targeted outcomes identified in step three, the training manager can set
particular goals for an employee training program. Whether these goals
are focused on organizational needs or individual employee growth, they
will help drive the workflow of the program overall by creating
benchmarks for success. Even further, setting specific goals can help
training program managers develop strategies to measure the impact of an
initiative through qualitative metrics.

5. Be creative with the curriculum


When the training manager builds up the more granular details of their
program's curriculum, they should remain creative and modern in their
approach. Since the average person reads, watches and listens to an
extensive amount of internet content on a daily basis, keeping your
employees engaged during a training program can sometimes be a
challenge. Therefore, using an entertaining, original and relatable training
curriculum is incredibly important to ensure that your program will be a
success.

6. Be transparent with incentives

In designing a training initiative, you should attempt to view the initiative


from an employee's perspective—they'll probably want to know the
details of why they're attending training sessions in the first place.
Therefore, being transparent about the value of participating in training
and any incentives you can offer may likely raise engagement. This may
help increase employee buy-in, which can only benefit the effectiveness
of the training program overall.

7. Encourage leaders to engage

It's important to include organizational leaders in an employee training


program. While the training may not be targeted toward leaders directly,
their presence and endorsement of an initiative can help stress the
importance of it. Their presence can assist with accountability and
reinforcing expectations. When leaders are present, employees are more
likely to feel supported by their organization. This can help boost team
morale and overall employee satisfaction.

My Hope after implementing the training for the Egyptian


ministry employees to be:

improving skills and knowledge

Employee training programs help improve the knowledge and skills of


employees to match the various changes in the industry. These
improvements will positively affect the productivity of workers, which
can increase the profits and efficiency of an organization. Some of the
things employees may learn through training include work ethics, human
relations and safety.

Preparing employees for higher responsibilities.


Training programs can also help prepare employees who are moving into
higher roles and taking on more responsibilities in an organization. These
programs will help them learn the skills that are required to function
effectively in their new positions. For example, they may be trained in
leadership skills or in a specific software they will use in their new role.

Improving IT and computer skills.

Training programs help employees learn about specific computer skills


and IT topics, such as the use of software systems. Companies may train
their employees to create graphs and spreadsheets, edit data in their
database and understand network arrangements in order to provide a more
comprehensive understanding of computers to improve workplace
efficiency.

Getting Engagement

Training programs can help boost employee engagement in a variety of


ways. When employees are given the chance to develop and strengthen
their skills, they often become more efficient in producing high-quality
work. This, in turn, can lead employees to feel more engaged and excited
about their work. Even further, training programs that adequately address
employee needs can help restore employee morale and increase job
satisfaction, maximizing retention overall.

Increasing employee potential

When an organization invests time and resources into properly


developing and training their employees, they help build employee
potential. Not only does this help the organization as a whole, but it helps
motivate employees to overcome challenges and strive for success. With
this, the right training programs can project the belief that a given
organization cares about advancing their employees' overall career
trajectory.
2) Provide a selection test that is suitable for your job. Explain ,in
as much detail as possible ,what are the main points of strength
of the test you provided

Technical Interview Assessment Form

Interviewee Name:

Interviewed for:

1-2 (Fair) 3-4 (Good) 5-6 (very good to Excellent)

Criteria Grade (1 to 6) Comments


Understanding of Job
Requirements

Experience for the job

Technical Competency

English Language

Computer programs

Others

Technical Comments

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Interview Date :
Interviewer :
The main points of strength of the test that its Reliability = consistency

and Validity = measuring what you intend to measure

where Measuring reliability generally involves comparing two


measures that assess the same thing. It is typical to judge a test’s
reliability in terms of a correlation coefficient (in this case, a reliability
coefficient). Such a coefficient shows the degree to which the two
measures (say, a test score one day and a test score the next day) are
related.

A selection test must be valid. Without proof of validity, there is no


logical or legally permissible reason to continue using it to screen job
applicants. Remember that a valid test is one that measures what you
intend to measure. A typing test, for example, clearly would be a valid
test of keyboarding skills.

3) Prepare a performance appraisal system for your job, explain


why you think this is an effective way of appraising
performance

- In my Job we use the most tradition method which is Graphic


rating scale method

I think that is an effective way of appraising performance


because
-  The method is easy to understand and is user friendly.
- • Standardization of the comparison criteria’s
- • Behaviours are quantified making appraisal system easier
-

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