Human Resource Approaches For Staff Enrichment- myassignmenthelp

Question: Discuss about theHuman Resource Approaches For Staff Enrichment. Answer: Question 1: Disadvantages of the proposed training methods at MEGARM Co. Ltd Disadvantages of on job training method Rushing through the process: This training approach is demanded trainees to get the concepts over a shorter period (Alfes et al., 2013, p. 350). As a result, there is a high tendency of confusion and trainees are liable to mistakes thus less efficiency in delivery and production. Incompetent teaching staff: Teaching is a skill that is possessed by a selective people. Not all old staff members can teach despite having knowledge of the system. Listening is as important as talking; however, some individuals are less patience to listen and respond to questions from the trainees. Disadvantages of supervisors coaching on new tasks Diversion of director's time from own responsibilities: Supervisors' tasks can interfere in cases where training is needed due to new job requirements (Sekaran and Bougie, 2016, p. 88).This may prevent them from giving the best or exploring the issue since the training may come at the time when they have other commitments to meet. Communication style difficulties: As a manager, one may be unable to adopt a communication style that suits the occasion. Practically, most managers tend to be authoritative in giving instructions, allocating duties, and questioning ideas and processes. Using the same authoritative tone in training may have an adverse impact on the trainees as well as limiting the successful of the training session. Disadvantages of counseling qualified staff as a training strategy Frustrations: In some cases, the trainer may feel that the trainee is not progressing well enough or is not willing to follow the directives. This leads to frustrations to both the counselor and the one under his council. Resistance from employees: Employees may have a feeling that they are too much manned and their freedom withheld. In such cases, they may be reluctant since they believe in what they know (Guchait and Cho, 2010, p. 1240). This creates a mismatch and strained relationship countering the aim of training. Question 2: Alternative Training Methods in MEGARM Co. Ltd Case Study Apart from the discussed training methods, there are other numerous training methods that can equip employees and lead to successful business production and processes within MEGARM Co. Ltd. These are; Classroom training: This learning technique is done by an instructor and remains the most popular. It uses teaching-learning resources such as blackboard or whiteboard, projector for powerpoint presentations, videos, and storytelling. Advantages of classroom training To begin with, this method allows the instructor to present vast materials to a broad audience or a group of employees within a speculated time frame. Secondly, it is personal therefore allows face to face interaction and clarification of nonclear issues. Third, it is cost effective especially when internal speakers are used to giving training. Disadvantages The method is attached to the presenter, therefore, the effectiveness of the delivery depends on how creative one is. It is also difficult to schedule classroom sessions for a huge audience specifically when they are from diverse locations. Interactive sessions Interactive training technique helps in keeping the trainees alert and involved. It employs methods such as quizzes, group discussions, summaries, question and answer, role playing, demonstrations, debates, and question cards. Advantages of interactive training sessions Interactive sessions keep the target audience engaged thus become ore receptive to the information being passed (Renwick, Redman, and Maguire, 2013, p. 11). Participants also enjoy and have fun during the training period. Additionally, feedback is given on how the session has impacted the audience and practical approaches to applying the learned outcomes. Disadvantages of interactive training sessions The method uses multiple strategies that may be time-consuming. For example, breaking into small groups and responding to quizzes. Additionally, it may be hard to control the participants after breaking them into groups. Computer-based training With the continuous innovation and technology advancements, this training technique is spreading widely in many regions. The approaches used here are text format, virtual reality, multimedia, and CD-ROM. Advantages of computer-based training technique This training method is easy to use and understand. Computers allow customization of designs that help employees to create practical skills, refresh their training, and interact with programs resulting in higher knowledge retention and interaction. Further, uniformity is achieved using similar programs (Mann, 2013, p. 220). Computer-based training also helps in measuring the training objectives through post-tests to find out if employees have conceptualized the training. Disadvantages The program requires the trainees to be computer literate and access to computers. Equally, there are slim chances of interaction between the trainer and the trainee hence no responses to questions. Additionally, boredom can be experienced due to poorly designed programs and poor retention rate of the material on the interns' end. Question 3: Human Resource Management- a case of old wine in new bottle Human Resource Management (HRM) can be defined as a set of interrelated functions and processes that aim at motivating and retaining organizations employees.The statement, the new approach- Human Resource Management- a case of old wine in new bottle is right since HRM traces its roots to historical elements that lead to its existence (Haines, Jalette, and Larose, 2010, p. 230). These items are discussed below. Human Resource Management is similar to personnel management that had been operational for ages since the 19th century. He argues that HRM only provides a new form of managing staff, therefore, an orthodox of traditional personnel management.Ideally, since the 19th-century employment rights have been operational leading the need of laying a control unit to link employees and business owners (Albrecht et al., 2015, p. 30). Personnel management dates back to the industrial revolution between the 1760s and 1820s. Industrial revolution attracted huge population around urban centers. Owners of businesses ignored welfare state and dismissals were paramount. This led to massive strikes in 1933. After World War II, women were enlightened and joined industries to work, however; gender parity was high at a workplace where men were well paid and represented by unions as compared to their female counterpart (Guest, 2011, p. 10). After post-war, discrimination by race, religion, gender, and disability became criminal offenses. In the 1980s, workers received mass introduction of new employee management methods to ensure they build their skills through training hence the birth of HRM. History shows that HRM evolved from past elements hence an old wine in new bottle. Bibliography Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach.Journal of Organizational Effectiveness: People and Performance,2(1), pp.7-35. Alfes, K., Shantz, A.D., Truss, C., and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behavior: a moderated mediation model. The international journal of human resource management,24(2), pp.330-351. Guchait, P. and Cho, S., 2010. The impact of human resource management practices on intention to leave of employees in the service industry in India: the mediating role of organizational commitment.The International Journal of Human Resource Management,21(8), pp.1228-1247. Guest, D.E., 2011. Human resource management and performance: still searching for some answers.Human resource management journal,21(1), pp.3-13. Haines III, V.Y., Jalette, P. and Larose, K., 2010. 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