What is HRM?
HRM (Human Resource Management) deals with a wide range of issues, it is difficult to determine the exact definition as it varies from organization to organization. Storey (2007, p. 3) describes it as "two main forms of existence. One is in the form of academic discourse and activity. The other is in the form of practice in organizations". Training and Development and Managing Teams are important concepts of HRM, this essay will be exploring how these two concepts of HRM contribute to the effectiveness in organization.
Training and Development
Price (2011, p. 457) states that training is "geared towards planned development rather than being an isolated activity unconnected to the organization's objectives". Training is more common over learning in organizations, this is due to the value of it being easier to measure. Learning styles isn't just one topic, rather it is a range of concepts that involves modalities, preference and strategies (Egan, 2013). Learning styles can encourage learning and talent development, this is because it can bring a range of benefits to a firm such as motivation, creativity, greater productivity and more. On the other hand it is more difficult to measure and see the effects of this process, a survey report from CIPD Adviser McGurk (2013, p. 9) stated that "they have encountered difficulties in testing or measuring the effectiveness of Learning & Talent Development activity".
In order for training and development to be successful for the firm, they must make sure their learning programme covers the firm’s objectives and priorities. In recent models such as the learning cycle are used to help identify the clear objectives and outcomes of the course or learning programme, this goes through a process that involves 4 stages (Foot & Hook, 2011, p. 295):
1. Assessing the training needs
2. Planning the training
3. Carrying out the training
4. Evaluating the training
Although this model has many criticisms, it can be argued that it isn’t always linked to the organization’s objective, Foot & Hook (2011, p. 294) argued that "its focus is on training rather than individualized learning" and "it is claimed that organizations and learners do not always work through all the stages".
People are different in many ways, if one person learns best from a certain learning activity; this doesn’t mean other people will too. People learn from a variety of ways and eventually have a preferred learning style. People usually have one or two learning styles and possibly all, these aren’t always fixed and can change over time (Foot & Hook, 2011, p. 315). Honey and Mumford have developed a questionnaire which identifies the 4 learning styles (Foot & Hook, 2011, pp. 314-316), they are:
1. Activist - Having the experience
2. Reflector - Reviewing the experience
3. Theorist - Concluding from the experience
4. Pragmatist - Planning the next step
Identifying what individual's learning style allow HRM organizations to give their employees...