Development processes- Human Resource Management

Syllabus Topic

HSC topic: Human resources

processes of human resource management

• development

Human Resource Management (HRM) is essential in ensuring that a business can effectively manage and develop its workforce. This guide explores key HRM development processes that help in building a productive and satisfied workforce. These processes include induction programs, training, organizational development, mentoring and coaching, and performance appraisal.

Induction Program

An induction program is designed to introduce new or existing employees to a new position and help them adapt to their new environment. Here's what it involves:

• Adaptation: Helps employees get used to their new role and environment.
• Relationship Building: Facilitates the establishment of relationships with colleagues.
• Understanding Job and Culture: Familiarizes employees with initial job skills and the business culture.
• Policy and Procedures: Explains company policies and procedures to ensure employees understand the operational framework.
• Benefits: An effective induction program builds job confidence, increases efficiency, and boosts productivity.

Training

Training is crucial for upgrading an employee's skills, knowledge, and competency levels to better meet the needs of the business. It can be conducted in-house or externally:

• Types of Training:
  • In-house: Refers to internal training, i.e. educating employees with courses/programs, taught within the company. Examples include workshops, seminars, apprenticeships and mentoring. It has the advantage of being cheaper and quicker.
  • External: Taught by experts outside of the company. Examples include courses at TAFE or attendance at conferences.

• Process Involves:
  • Identifying the training needs of the employee, job, and business.
  • Setting clear goals for the training program.
  • Accounting for internal and external factors like research and resources.
  • Deciding on the training content, methods, and location.
  • Evaluating the training's effectiveness with tests, surveys, and observations.

Organizational Development

Organizational development is a systematic approach used to drive business performance, and looks at factors like organisational culture, and values. It involves using HR strategies to motivate and retain talented staff and prepare them for future responsibilities. Key strategies include:

• Job Enlargement: Increasing the breadth of tasks in a job for enrichment.
• Job Rotation: Moving staff from one task to another over time to broaden their experience, and usually temporary.
• Job Sharing: Allowing two or more employees to share the responsibilities of a full-time job.
• Preparation for Future: Preparing employees for future roles due to changes in business strategies or growth.
• Evaluation: Continuously evaluate training activities to measure their impact on staff performance.

Mentoring and Coaching

Mentoring and coaching are essential for personal and professional development:

• Mentoring: Involves experienced staff transferring knowledge and skills to less experienced employees through succession planning and building a personal relationship.
• Coaching: Focuses on improving specific skills and performance, helping individuals manage their work roles more effectively.
• Purpose: Used to motivate and develop staff with leadership potential.

Performance Appraisal

Performance appraisal is a formal assessment of how well an employee is working. It serves several important functions:

• Feedback: Provides a basis for feedback on employee performance.
• Pay and Promotions: Forms the basis for decisions regarding pay rises and promotions.
• Monitoring: Helps in monitoring and improving employee selection and performance.

CASE STUDY: Google

Induction Program

• Comprehensive onboarding with orientation sessions, mentorship, and cultural immersion. The process has increased new hire productivity by 25%.
• Focus on understanding Google’s mission and values from the start.

Continuous Learning and Development

• Investment in Google University for technical skills, leadership development, and personal growth.
• Access to online learning platforms and certification opportunities.

Career Development and Mobility

• Emphasis on internal mobility through job rotation and career development discussions in performance reviews.

Leadership Development

• Programs like the Associate Product Manager (APM) and leadership academies.
• Senior leaders mentor junior employees to foster leadership skills.

Performance Management

• Robust system with regular feedback sessions and transparent performance evaluations, especially under a recent reform to performance management in 2022.
• Links performance to career progression and compensation decisions.

Employee Well-being and Engagement

• Promotes work-life balance with wellness programs and flexible work arrangements, although there is some criticism regarding statistics that demonstrate longer work hours despite 70% of workers reporting work-life balance satisfaction.
• Uses employee feedback to improve satisfaction and HR practices.

SOURCES

Safe HR: What is an Induction

Keka: In-house Training

 Kwantlen Polytechnic University: In-house Training vs External Training

Chartered Institute of Personnel and Development (CIPD): Organisation Development

Academy to Innovate HR (AIHR): What is Job Enlargement

AIHR: What is Job Rotation

Flexjobs: What is Job Sharing

Investopedia: Performance Appraisals

Business2Community: Why the Google Onboarding Process Works 25% Better Than Everyone Else’s

EduMe: https://www.edume.com/blog/google-employee-productivity

Google: Google University- career certificates

World Economic Forum: Google offers employees return to work on 'rotating basis'

Google: Google Associate Product Manager Program

Bernard Marr & Co: Google's New Performance Management Update

4 day week: Google Work-Life Balance (WLB) Demystified