Hrm Final

Personnel Training and Development
HRM-545

ASSIGNEMENT-01

Six component Analyses of needs

SUBMITTED BY –NAZMUL SAJON

-ID-0520056

SUBMITTED TO- DR.SHOAIB AHMED

(SCHOOL OF BUSINESS, INDEPENDENT UNIVERSITY, BANGLADESH)

CASE-01

(a) Your CEO is concerned about sexual harassment at the workplace. The present course is outdated due to court rulings. As a result, a consultant is engaged to revise the existing harassment awareness programme for all the employees.

ANSWER- CASE- 01

Context Analysis:

Who decided there should be an intervention?

Sexual harassment is identified as unwanted conduct of a sexual nature.
CEO decided there should be an intervention.

Why they feel there should be a training programme?

They feel there should be training a programs- because the present course is outdated due to court rulings and the existing course needs to be revised by the management.

What is the business need for proposed training?

Employers are responsible for providing their employees with a work environment that free of sexual harassment. Employers are, therefore, required to provide a training program to prevent sexual harassment in the wok place. If the employer has not taken all reasonable steps to prevent sexual harassment in the work place, the employer may be liable for sexual harassment which does occur, even if unaware that the sexual harassment was taking place. If the employer provides training program the employee are motivated to and the work environment will become a better place. One thing for sure training its self not sufficient and the training must need analysis from a broader view.

What is the history of similar programme in the history?

There was a similar programme in organization to prevent harassment in work place but the course is outdated due to court rulings. As a result a consultant is engaged to revise the existing harassment awareness program for all the employees.

What can trainer do to ensure success?

The most effective weapon against sexual harassment is prevention. Harassment does not disappear on its own. In fact, it is more likely that when the problem is not addressed, the harassment will worsen and become more difficult to remedy as time goes on.

The trainer must take steps to ensure success that require the involvement of all those concerned as follows-

Below are some measures that trainer can take in order to create a harassment-free workplace-

Conduct regular training sessions for all staff and management on sexual harassment and the organizational policy. This training should be behaviorally based which means it should increase knowledge and understanding of specific behaviors that may amount to sexual harassment.

Train top people first-Training high-level administrators first sets an example for the rest of the employees.

Train all line managers on their role in ensuring that the workplace is free from sexual harassment.

Provide education and information about harassment to all staff on a regular basis. The circulation of information, open communication and guidance is of particular importance in removing the taboo of silence, which often surrounds cases of sexual harassment. Information sessions, personnel meetings, office meetings, group discussion and problem-solving groups can prove very effective in this respect. Staff should also be informed of the best way of coping with aggression by means of guidelines and staff development programs on sexual harassment at work.

Develop an anti-harassment policy together with employees, managers, and union representatives.

Display anti-sexual harassment posters on notice boards in common work areas and distribute relevant brochures.

Implement training and awareness raising strategies to ensure that all employees know their rights and responsibilities.

Make sure that all managers and supervisors understand their responsibility to provide a harassment-free work environment.

Ensure that all employees understand the policy and procedures for dealing with harassment - new and long-term employees alike - this involves training, information and education.

Make sure the policy applies to everyone, including managers and supervisors.

Promptly investigate and deal with all complaints of harassment.

Appropriately discipline employees who harass other employees.

Provide protection and support for the employees who feel they are being harassed.

Take action to eliminate discriminatory jokes, posters, graffiti, e-mails and photos at the work site.

Monitor and revise the policy and education/information programs on a regular basis to ensure that it is still effective for your workplace.

Employers and trainers should provide a mechanism for addressing sexual harassment in a confidential and sensitive manner after a grievance has been filed. A well-constructed and well-implemented plan within an organization may stop inappropriate conduct before it creates a problem for individual employees or the company and hinder the company’s success.

Participant’s Analysis:

Who is going to receive the training and what they already know about the subject?

All the employees are going to receive the training.

Strong policies and procedures establish the foundation for harassment prevention. Every institution needs a policy that covers all types of unlawful harassment and includes clear procedures for reporting harassment. Here is no exception. The organization previously dealt with the sexual harassment programme though the course is outdated due to court ruling and management should engaged to revise the existing harassment awareness programme and most of the employees previously knew the rules and regulation of maintaining the healthy work place though the management revise the existing policy on harassment awareness programme due to current court ruling.

How do they prefer to learn?

Participant training needs analysis should also gather crucial information identifying participant preferred learning styles. People learn differently and there are usually four ties of learners in general-visual, Auditory, Kinesthetic (who like to use their whole body in to training) and tactile –who like to use their hands when they learn).

In the above scenario, Management should introduce a multimedia based training programme where multi-faceted approach includes, a power point presentation by an experienced consultant, hypothetical case scenarios on sexual harassment on workplace that provide the opportunity for group discussion in a open communication format so that every participants can apply the knowledge they have gained during the seminar.

Who is going to instruct and what are their expertise’s in subject?

A consultant is going to instruct who has experience in that subject. Providing education and information about sexual harassment to all the staff on a regular basis. --The circulation of information, open communication and guidance is of particular importance. Information sessions, personnel meetings, office meetings, group discussion and problem solving groups can prove very effective in this respect.

Capabilities of a Consultant on subject- 1. They should have content expertise. 2. A course designer must use training need analysis to find information about the users to design the training programme according to users need or participants need, preferences and ability. 3.Consultant should gather information on participants learning style and make the course on the preferable way possible.

Work Analysis:

What are the job under review and what are the main duties?

In addition to the employer’s responsibility to provide a non-discriminatory and non-violent workplace atmosphere and the duty of employees must also assume an active role in the prevention of sexual harassment at any cost.

What are the high levels skilled required?

To remove the sexual harassment from the workplace the employee no required high level skill, only need to change there behavior and also employees should commit to follow the organizational policy.

Are they currently meeting the standard?

NO they are not, People expected to do the job in such a work environment, which is free from sexual harassment. But currently the CEO believes this type of work environment doesn’t exist in his organization.

To what standards are people expected to do job?

People expected to do the job in such a work environment, which is free from sexual harassment and any form of discrimination and where the job environment or work place is safe and healthy for all employees.

Content Analysis:

Are there essential building blocks one needs to learn to do the job?

Develop an anti harassment policy together with employees, managers and union representatives. And in training session communicate the policy to all employees. It is not individual effort, rather than it is a collective effort to learn how to deal with sexual harassment in a work place.

In what order and how are these building blocks taught?

In the training program, whatever the training session contain make sure that all managers and supervisors understand their responsibility to provide a sexual harassment free work environment. Ensure that all employees understand the policy and procedures for dealing with sexual harassment, which involves training, information and education, and moral.

Is the building block of knowledge laid out in manual?

Yes, it should have written in organizations policy under employees health and safety act. Harassment based on any protected characteristic (gender, race, religion, etc.) is against the law. Organization should ensure that policy against unlawful harassment is up to date and compliant with international and local law. Companies need a comprehensive, detailed written policy on sexual harassment.

The CEO should issue the policy and make it a high priority of the company. Second, they need to distribute this policy to all workers, supervisors, and even some non-employees. A basic policy should set forth the following:

An express commitment to eradicate and prevent sexual harassment;
An definition of sexual harassment including both quid pro quo and hostile work environment;
An explanation of penalties (including termination) the employer will impose for substantiated sexual harassment conduct;
A detailed outline of the grievance procedure employees should use;
Additional resource or contact persons available for consultation;
An express commitment to keep all sexual harassment complaints and personnel actions confidential.

Suitability Analysis:

Here the employee need to obtain and become familiar with the organization’s policy and to obtain the policy a proper training program is required on sexual harassment in work place. Training programme is not everything in the scenario, along with that; employees need to change their feelings, attitudes and behaviors. Behavior should correspond with the expectation and behavioral requirements of the organization’s sexual harassment policy. Beside these employers need to create a proper sexual harassment free environment for the employees at any cost.

Cost-Benefit Analysis:

Is it worth the effort undertaking the proposed training?

Training will probably not bring radical changes to employee’s attitude towards sexual harassment awareness in a work place and the sense of commitment unless the organizations culture is supportive. But in this situation the management has to revise the existing harassment awareness policy and can present appropriate, effective training and giving support to all employees at very low cost because the policy was already there.
Moreover, in contrasting this minimal expense with the prospect of saving significant amounts of money defending a harassment claim or lawsuit, the cost of training represents a reasonable investment for the company. So, we can say that, it is worth the effort undertaking the proposed training.

What will be the return on investment of the proposed training?

CASE-02

(b) One week ahead of annual safety day celebration, the general manager says, “We have got a new safety policy. We need to inform all employees about it. We need someone to prepare a self-study learning material for distribution among all employees.”

ANSWER- CASE- 02

Context Analysis:

An organization safety policy is a statement of principles and general rules that serve as guides for action. Senior management must be committed to ensuring that the policy is carried out with no exceptions. Here general manager says about that. The safety policy should have the same importance as the other policies of the organization.

They feel there should be self-study training programme because the policy is new. Employee doesn’t know about the new policy. This training will increase employee performance as well as organizational performance. It removes the accident and employee understands how to work properly.

Trainer may prepare a updated and appropriate self study learning materials and provide to all the employees.

Participants’ Analysis:

All employees receive the training and the employees already know about the previous safety policy.
According to safety policy trainer prepare a self-study training materials. The policy statement can be brief, but it should mention:-

Management’s commitment to protect the safety and health of employees.

The objective of the programme.

The organization’s basic health and safety philosophy.

Who is accountable for occupational health and safety programs?

The general responsibilities of all employees.

That unacceptable performance of health and safety duties will not be tolerated.

Work Analysis:

Organization wants to review their safety policy. Organization expectation from the employee or the duties of employee is do the job properly or can say without any accident. Here the responsibility of employees includes:

Using personal protection and safety equipment as required by the employer.
Following safe work procedures
Knowing and complying with regulations
Reputing any injury or illness immediately
Reputing unsafe acts and unsafe conditions

People expected to do the job in safe and healthful work place where accidents do not happened. But right now the organization can not achieve this type of work place that’s why self study training is needed.

Content Analysis:

While organization will have different needs and scope for specific elements required in there safety programme. The following basic items should be considered in each case:

Individual responsibility
Safety rules .
Correct work procedures.
Employee orientation
Work place inspection
Reporting and investigating accidents
Emergency procedures
Medical and first aid
Health and safety promotion

Suitability Analysis:

Training is one solution for safety problem. Beside this management have huge responsibilities include:

Providing a safe and healthful work place.
Establishing and maintaining a health and safety programme.
Ensuring workers are trained or certified, as required.
Reporting accidents and cases of occupational disease to the appropriate authority.
Providing medical and first aid facilities
Ensuring personal protective equipment is available
Providing workers with health and safety information
Supporting supervisors in their health and safety activities
Evaluating health and safety performance of supervisors

Cost-Benefit Analysis:

This training reduces the number of work place accidents. This benefit we cannot convert appropriately in terms of money. But if accident reduce, employee work willingly. So they reduce the wastage and develop organization image.

CASE-03

(c) The company has just given Internet access 20 new recruits. Management has asked the Human Resource Manager to ensure that they know how to use it and don’t waste company time.

ANSWER-Case-03

Context Analysis:

Management decided there should be an intervention. They have just given Internet access 20 new recruits, so the feel there should be training programme. Another thing is management wants to ensure that the new employee know how to use it and don’t waste company time. Management wants to that new 20 employee will not face any problem during Internet access. Without training of these 20 employees, the employee can’t work properly. For that reason the business doesn’t expand. So to develop the business training is needed. How to work properly in Internet they actually learn from the trainer. So there success in the job filed very much depends on trainer.

One thing should be monitored carefully by management whether new recruit wasting company’s time and effort by using the internet for their own entertainment like using face book or playing games, thus hinder the company’s progress.

Participants’ Analysis:

Twenty new recruits are going to receive the training. They are new, so need a good training. An Internet expert is going to instruct. This person is very much known about the Internet. This person will identify those new 20 recruits’ current levels of knowledge, attitudes and skills in using the Internet. According to current condition of those 20 new recruits the trainer will provide the training.

Work Analysis:

Identify what is the work of new 20 recruits. The duties and responsibilities of those new recruits. What materials do they use in the organization. How management wants employees to use the internet;( avoiding using internet as entertainment tool on working time), Identify the knowledge and skills required to meet this standard of performance;

Content Analysis:

It is important to take the learning preferences of new recruits into account. Find out each new recruit prefers to learn. Some people may enjoy group learning, while others prefer individual study. Some people learn best by listening, others by watching and some by getting hands on experience as son as possible. Explain the different training options you are considering and let people know their training preferences will be acknowledged.

Formulating a personal development plan for each employee is a great idea. This helps identify and priorities training needs and provides a way to agree on how to best address these.

Suitability Analysis:

Training is the right solution for this problem. Training gives proper guideline to the new 20 recruits about how to access Internet properly and promptly.

Cost-Benefit Analysis:

It could conceivably calculate the financial benefits resulting from the time saved by having a skilled Internet user workforce as opposed to an untrained workforce. An effective training always brings a good result. If new recruits know how to access Internet there productivity will increase.