Human Resources Management (Part II)

Human Resources Management (Part II)
Presented by: Ala’a M. Hamdan

The Importance of HRM
• The Importance of HRM lies between Two Facts which should

be realized:
1- People are Essential ASSET in the organisation
The fact is, employees are the lifeblood of every organization. The better they are
—the better qualified, trained, and managed—the more effective and profitable
your organization will be.
2- SUSTAINABILITY
- According to Lynch: people are vital resources for sustainable competitive
advantage
- According to Delany: organisations that get the people things right are the
organisations likely to be around in the future.
The Importance of HRM (cont’d.)
“We need strategic HR to deliver skilled,

creative, motivated, flexible and committed
employees “
Training and Development
• Training and Development of employees is a major area of the HRM

function
• We need to distinguish between:
Long-term, Structured
– Training Development learning process
involving a number of
– Learning activities including
training
– Development
Training Learning
Content-based activity (with an Self-Managed process
instructor)
Aiming to Change individuals Aiming to acquire new knowledge and

behaviour or attitudes skills to increase the performance
Training and Development (Cont’d.)
• In the general movement toward flexible Structure of organisation, Staff

has the chance to be advanced into specialist departments or
management positions according to their Technical and Social capabilities
• This is to be done through well-studied Staff DEVELOPMENT plans
• TRAINING is necessary to ensure raising up their capabilities to meet their
new career’s demands.
• TRAINING with DEVELOPMENT are very important to avoid PETER’s
PRINCIPLE.
“ It is Morally wrong to give a person a leadership role without some form of

training – wrong for them and those who work with them”
Benefits of Training
 Benefits on Staff level

 Increase the confidence, motivation and commitment of staff
 Provide Recognition, enhanced responsibility and the possibility of increased
pay and promotion
 Give a feeling of personal satisfaction
 Improve the availability, Quality and skills of staff
 Benefits on Organisational level:

 Increase the efficiency and productivity
 Reduce the gap toward achieving more challenging targets
Benefits of Training (Cont’d.)
• As a summary, the Training and Development is all about the following 3

areas:
– Improving Knowledge
– Developing Skills
– Changing Attitudes
Skills
Knowledge
“ Training does not necessarily lead to improved

Performance if it is not tightly related to the needs and
requirements of the organisation”
The Management of Training
• Training for its own sake achieves a little! That is why the Organisation
should have a solid management of its training programs and polices
which requires (for example):
– Training has to be Related to Organisation’s objectives and needs
– Co-operation of line managers
– Sufficient financial resources
– Time
– Supporting appraisal system
• This management of training can be either integrated within the strategic

responsibilities of HR or as a discrete department.
The Management of Training (Cont’d.)
• The Planned and Systematic Approach:

– Clear Commitment to training throughout all levels
– Training need analysis at organisational, departmental and individual levels
– Staff should feel a sense of involvement
– Clear set of objectives and defined policy for training
– Training program should be planned carefully
– Choice of the most appropriate methods of training
– External courses and training opportunities linked to the educational system
– Needs of Minority groups
– Effective system of review and evaluation
– Evaluation should be related to objective, measurable factors
Training in People Skills
• Organisations should not focus only on the Technical Training (for example
Knowledge of organisation’s products or services. Improving technical
skills…etc.).
• They should take in consideration also the employee’s Human relations
skills
“Some people who are truly gifted from a scientific and

technical point of view find their career progress checked by
their fundamental difficulties with managing people……. Their
entire training has been based around acquiring the
knowledge they need to succeed at technical level”
Douglas
E-Learning
• E-Learning can be defined as “Learning Via Technology”
• Forms of E-Learning:
1. Web Based Training:
• information-based content
• Without interaction with a trainer
2. Supported Learning:
• Content-based learning
• Supported by trainers or lecturers
Benefits and Limitations of E-Learning
• Benefits of E-Learning:
1. Immediate availability
2. Ease and flexibility of Access
3. Consistency and simultaneous message
4. Cost reduction
5. Ease of tracking course completion
• Limitations of E-Learning:
1. Some skills cant impart through an e-learning course (for example to learn how to ride a bicycle)
(Sweeten)
2. Efficiency of the available technological infrastructure
3. IT Skills for the trainee
4. Line Management Support
5. Quality of Contents
Investors In People (IIP)
• Investors In People (IIP) standard is a business improvement tool designed

to advance an organisation’s performance through the training and
development of its people
• This framework is outcome-focused, outlining what organisations need to

achieve, but never prescribing how!
• The IIP firstly identifies the organisation’s performance targets and key
priorities, these targets become central to all their work with organisation.
Investors In People (IIP) (Cont’d)
• Three Core Principles:

– Plan: develop strategies to improve
performance
– Do: take actions to improve

performance
– Review: evaluate and improve

performance
For more details about IIP:

http://www.investorsinpeople.com
Any Questions??
Benefits of Training (Cont’d.)
• To reach the desired benefits from the Training and Development Process,
some Essential Components of the training Policy should be taken in
consideration such as:
– The view that Continuous Training is the norm
– The assumption that training will be life-long process
– Recognition of the need to update existing skills, replace redundant skills and
train the new skills
– The need for multi-skilling to cope with change

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Human Resources Management (Part II)

Presented by: Ala’a M. Hamdan

• The Importance of HRM lies between Two Facts which should

“We need strategic HR to deliver skilled,

• Training and Development of employees is a major area of the HRM

Aiming to Change individuals Aiming to acquire new knowledge and

• In the general movement toward flexible Structure of organisation, Staff

“ It is Morally wrong to give a person a leadership role without some form of

 Benefits on Staff level

 Benefits on Organisational level:

• As a summary, the Training and Development is all about the following 3

“ Training does not necessarily lead to improved

• This management of training can be either integrated within the strategic

• The Planned and Systematic Approach:

“Some people who are truly gifted from a scientific and

• E-Learning can be defined as “Learning Via Technology”

• Investors In People (IIP) standard is a business improvement tool designed

• This framework is outcome-focused, outlining what organisations need to

• Three Core Principles:

– Do: take actions to improve

– Review: evaluate and improve

For more details about IIP:

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