Develop a workplace learning environment Essay Example | Topics and Well Written Essays - 1250 words

Develop a workplace learning environment - Essay Example Training functions will have to run differently as organizations expect more evidence that they are contributing to organizational success. In response to calls for changes in the way training has traditionally been done, many have responded by calling for redefining the mission of training, renaming training, and even firing or getting rid of in-house training altogether because it is not costeffective. In short, the pressure is on for trainers and training functions to reinvent, reengineer, revitalize, remake, and improve what they do I am a manager for a workplace group comprising 6 persons, deployed as follows: Manager Employee relations, personnel consultant, HR development consultant, OH&S safely consultant, Industrial Relations Consultant & Reception/Clerical Administrative. Background: This research focus upon the main unit services the HRM needs of a national construction/building company employing 900 persons, ranging across Architectural, Engineering & Quantity surveying professionals, Para-professional building technicians, trades persons, managers & clerical support persons. Recently the company has upgraded its computer network moving to windows XP operating from windows 98 and the earlier MS Office 2000 package. You have conducted a training needs analysis on the group by observing and checking their work, interviewing the group members regarding their competencies with reference to their position descriptions and the team's goals. Needs Analysis No single training initiative, much less an entire function, can fulfill its purpose without a needs analysis. Needs analysis identifies the performance areas in which additional training (or nontraining) is needed; it also pinpoints the individuals or groups of employees who could most benefit from the training. In reinvented training, a needs analysis is an important part of a strategic approach to training. Such an approach maximizes the potential success of training efforts. Different levels of training needs analysis and methods of collecting information on training needs are reviewed, along with tools that managers and training personnel can use to analyze this information. The research will be of particular value in planning, developing, or refining training initiatives by showing that training needs analysis strategies, and the unique organizational characteristics, can and must be blended together to create effective training initiatives tailored to meeting an organization's special needs. Each organization is then in a position to expand the application of training in a dynamic manner to all its employees. Designing And Implementing Program The literatures suggested using internal and external trainers, on-the-job training and off-the-job training approaches, good location and instruction in training and development (Jackson & Schuler, 2003, p360-393). However, Berge, deVerneil, Berge, Davis and Smith (2002, p43) recognized that well-designed instruction did not guarantee performance, and most HRD practitioners still spent the bulk of their time in the design and delivery of class-room-based training events. Grugulis (1998, p383) pointed out that the managers also

Identifying Changes in Manufacturing Process and Costs Due to Case Study

Identifying Changes in Manufacturing Process and Costs Due to Automation & Applying ABC to Small Businesses - Case Study Example 2. This kind of the manufacturing process reduces the employability of the unskilled labor. The semi-skilled labor or the highly skilled labor’s demand grows as some knowledge is required in operating the machineries of an engineering based manufacturing company. But the best part of the automated process is that the employee’s physical labor reduces but at the salary paid earlier or at an increased level of salary. 3. Depending on the level of automation the impact on the company workforce falls on the employees of the company. Generally the existing employees take a lot of time in adapting to the changing working condition of the company. This may result in the employees losing their job and being replaced but such employees who have prior knowledge about the automation process of the firm. 4. The automation process of the company may result in the improved quality of product which can be made affordable at a cheaper price than before. Automation process is both repeatable as well as precise which ensures the manufacturing of the product with same specification, thus leading to the high efficiency level of the company. 5. The overhead costs related to the direct material, direct labor and other manufacturing costs get affected after the implementation of the automation process to the extent that initially there is a rise in the cost because of the conversion to the automated process. But after reaching the break-even point of the company’s per unit cost of the product seems to decrease with time in terms of all manufacturing cost except labor. The labor cost is usually high because employing of skilled labor is essential for manufacturing companies with automated process. Moreover, with the further updating the machineries of the company; cost in labor increases in the process of training as well. 6. The automation affect may tend to increase the fixed and the variable proportion of the company. This rise may usually come