The flexible workplace increase, HRM must also adapt


The quality and variety of the
employee training provided by the human resource management are vital in
motivating employee during change management. HRM training is a
continuous activity undertaken by an organization’s leadership that requires
constant adjustment. It is crucial that HRM move beyond the traditional
administration of annual engagement surveys to embed engagement in HRM policies
and practices such personnel selection, socialization, performance management,
and training and development (Albrecht et al., 2015). Also, HRM should lead the way through evaluation and
preparation of proactive workplace policies and practices that help attract and
retain talent with skills and competencies necessary for the growth and
sustainability of the organization (Lockwood, 2007).



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There are many ways Human Resource
Management employee can impact organizational change. As the need for helath
care employees to make decisions and act quickly within the parameters of their
jobs as customer demands and the need for a flexible workplace increase, HRM
must also adapt to meet this requirement in recruiting and retention of high
performing staff. Globalization also exerts pressure on the HRM to adapt to changing
organizational needs and add greater value. According to the, it’s
critical to develop the employee training within the framework of a
comprehensive, ongoing and consistent program (Bodimer, 2016). This help keeps
the workforce of an organization current on policies, procedures, and new
technology (Bodimer, 2016). In this fast-changing
environment, useful change management skills are paramount for HRM employees.
To manage these changes, designing and implementing training programs that will
be effective to overcome resistance is vital for HRM. These training programs
will start will the creation of an employee training manual which will serve as
the building block to prepare new hires for his or her roles.


Key Issues Human
Resource Management Employees Encounter in the Healthcare industry.



Employee engagement is a
critical driver of an operation successes in today’s  diverse and competitive labor market. It is
influenced by many factors ranging from culture, organizational communication
to managerial styles. In combination and individually, HRM and managers play
essential roles in ensuring the success of the organization’s employee
engagement and team building initiatives. According to Society for Human
Resource Management (SHRM), high levels of engagement promote retention of
talent, foster employee loyalty and improve the overall organizational
performance and stakeholder value (SHRM. Org). To foster a work environment of the culture of
engagement, HRM should lead the way through evaluation and training of
proactive workplace policies and practices that help attract and retain talent
with skills and competencies necessary for the growth and sustainability of the


Engagement and Team Building



Bringing on new hires can
be very frustrating for both human resource staff and hiring managers.Rushing
the new hire training process base on the assumption or because the desperate
need for them to function independently and immediately is a precursor to
failure. The primary purpose of further employee training is to provide
comprehensive information about the organization. This education will
effectively convey the values, culture, and principles of the group that helps
employees to understand and apply them in their work environment. Using both
internal and external resources are a comprehensive strategy for training new
employees. Such as asking in-house seasoned
employees to take on coaching or mentoring roles by having the new hires
observe the veteran employee perform the same duties that the new employee is
expected to master. The new hire will take notes on the interworking’s within
each department and evaluate which communication techniques seem to be most
effective. Another strategy is the Practicing and shadowing- the new hires will
spend time practicing what they have learned, and errors will be recorded and
discussed with them for improvement. External
resources including seminars, conferences, videos are all excellent
methods for fostering learning and often yield good results.


strategy for training new employees


Interviewing, Selecting,
and hiring of employees- these
processes commence at the interview stage which includes a job description and
criteria development. The criteria will be related directly to the job
descriptions/analysis and role function within the department. While
the final decision to select or hire an individual will be the ultimately
responsible for the hiring manager, HR also play a vital role in defining and
guiding managers in this process. To ensure fair selection of applicants for
interview and final consideration, all involved in the hiring process should
review résumés, weight the applications, and interview the best candidates.



Recruitments- HRM have to plan for adjustments and changes in
the labor pool/market. As more women, minorities,
older workers and immigrants join the workforce; the organization must learn to
adapt to accommodate these diverse needs. A
written job description is the core of a successful recruitment process. This
process takes into account the Equal Employment Opportunity Commission (EEOC)
laws and the organization’s current position on mantaining a diverse workforce.
This job analysis is used to develop interview strategy and evaluations. It
also provides opportunities for departments to align staff skill sets with
organization initiatives and goals. To ensure the most qualified individuals
are recruited and remove all bias, hiring managers will be encouraged to first
consider applicants from within their department or others from within the
organization who best fit the needs and express interest in the position.
Though a search can take time, a rushed hire can lead to additional staff
turnover and missed opportunity costs. By investing in a thorough and detailed
evaluation process,  human resource personnel
and hiring managers can bring in talented professionals for the roles and the

Planning-The human resource
planning allows both HR and management to measure the needs and effectiveness
of the training program to determine its benefits to the organization. HRM training development should be targeted toward  the strategic objectives of the body by
influencing recruitment, interviewing, selecting, and hiring of employees,
employee engagement/ knowledge, skills, and abilities,  employee motivation and effort, and
opportunities for employees to contribute and increase their skills to support
the organization’s  achievement

resource management training is a continuous activity undertaken by an
organization’s leadership that requires constant adjustment. People is one
factor that cannot be duplicated or imitated by the competitors and is
considered the most valuable asset if managed and appropriately engaged (Srivastava, Akancha, et al., 2014). Because of the
high cost with employee turn over, it is essential for HRM and organization
leadership to employ strategic training program to help line managers and
supervisors hire the right person from the beginning. These training processes
begin with gathering and identifying areas where need exit so that training can
develop to help the organization accomplish its goals.

Overview of The Traning Process and


organization recognizes the value and benefits of their workforce training.
A strategic HRM training program emphasizes the
necessity the needs-cost analysis of implementing the program. Conducting a need assessment is fundamental to successful
implementation outcomes. When done correctly, Human Resource Management ( HRM)
training can make the workforce more efficient, increasing productivity and
revenue while decreasing costs, waste, and inefficiencies. Adequate practice
can lead to increased compliance with regulations. Which can also lead to a
happier, more satisfied workforce and in turn reduces turnover and costly



Human Resource Management Training Proposal


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