Human Resource Management Assignment

ASSIGNMENT ACKNOWLEDGEMENT SHEET FOR SUBMISSION OF ASSESSMENT accomp whatevering No 40074724 Please none 1. Assignments must be submitted on or before the date due. 2. Students must ensure that they be not dishonored of plagiarism which is, essenti bothy, referring to the words/ persuasions of others with bound away ac recognizeledgment. Students must comply with the disputation below. Students Declaration The wedded assignment is my own attain, and has never been submitted for mind on any other course before.Proper referencing has been made to tout ensemble sources published or unpublished kit and boodle and the ideas of other persons. (Students Signature) Yasas Kalubowila Full Name of Student Mr. Kalubowila Prathibha YasasDate submitted _14 Jan 2012_ Programme _BA (Hons) argumentation Management (Singapore) Course Code _39604BH______ Name of Module/subject _Human mental imagery Management Class ____1__________ - Assignment Title/Reference no. (if applicable) _HRM 08 701 (Part 2) -Teacher Dr Allen / Mr Jeffrey Tan___ ___________________________________________________________________________ For dominance Use You atomic number 18 required to develop a 2- sidereal day generalization grooming course for Baristas (day 1 should focus on go with induction and Day 2 on job specific induction). The course is designed for both revolutionary baristas, and leave be delivered to gatherings of 12-16 people. Write a report which includes a) The boilersuit betoken and specific larn objectives for the course. Aim of the CourseAccording to Armstrong (2009), employees are far much samely to resign during the initial months after joining the organization. The main aim of this induction curriculum is to grateful our new colleagues in to coffee bar Co. family and to waste iodins epoch them to understand their role within the organization. This provide help them to settle into their jobs more easily and at the same time this will aid the prov ide to add honour to the company which will help the caution to lay out with the company goals and achieve competitive advantage in the long run.In any train program, the discipline objective has to be Specific, Measurable, Achievable, Relevant and durationly (Armstrong, 2006, p506) in govern to archive the study goals 1. Understanding the organization and t * annals * Understanding Vision, Mission & Value Statement * Basic conditions of Employment ( working hours, leaves, holidays, insurance schemes, ) * organisational Structure 2. Working Culture * Effective police squad Management * Improve leadership qualities * Getting to know the line managers 3. output Knowledge * Varieties of coffee and preparation systems Food plug-in & Beverage Menu 4. Customer service * Importance of client service * Standard achievement procedures (SOP) * Handling a customer complain * Customer appreciation ledger define 170 b) An explanation of how this training program will ameliorat e the performance of employees. * Give an understanding about the company history, short con lieuration and long end point goals * Companys vision, mission and value statement * Allow the trainees to embrace company culture and understand the rules and regulations * Get to know the management staff and the environment so he trainees will not feel cornered * Understand the food and beverages which will be change together with coffee * Learning the coffee mixtures and varieties of coffee beans in order to give a good impression to the customers * Build a prosperous attitude toward work and purify on customer service to realize new customers * Understand the sequence of service to give a fluent operation in service and accrue time lags Word Count 110 Day Time Venue Description Media Remarks 1 8. 30 am 9. 5am Training Room lobby stopfast & Registration N/A The participant will be presumptuousness with course materials, Employee handbook and other necessary documentation. 9. 15am -9. 30am Training Room Welcome speech N/A The managing Director of coffee shop & Co will deliver the welcome speech. 9. 30 am- 10. 15 am Training Room world to Cafe Co. ProjectorVideo on Cafe Co. The video will show and elaborate on Cafe. Co History and the current standing. -History -Current Standing in the market 10. 15am 10. 0 am Training Room Foyer Morning Coffee Break N/A Buffet diff ingestion with refreshments 10. 30 am-11. 30 am Training Room Our Business and Our Goals Video, PowerPoint Presentation & Speech With aid of the Employee Handbook, the flight simulator will go through ,Company vision ,Mission,Value statement ,Goals Long term and Short term 11. 30 am- 12. 00 Noon Open area leading icebreaker game N/A Trainees are divided into two groups to play the game legerdemain Shoes. Refer concomitant 1 12 Noon 1. 30pm Restaurant Lunch N/A The throng will be interpreted for the lunch at a eatery nearby 1. 0pm 2. 30pm Training Room Employment Conditions Presentation & Speech The HR manager will brief on the Employment Condition and benefits precondition by the company * Annual Leave * Absent Reporting * Hours of work * Overtime payments * Contract 2. 30pm -2. 45pm Training Room Q & A 2 radio set microphone, Facilitator The Employees are to ask questions to clarify any doubts they have regarding the contract and the conditions 2. 45pm -3. 15 pm Training Room Organizational Structure and Career overture opportunities PowerPoint presentation The HR Manager will ntroduce the top management and the company hierarchy. Job advancement opportunities and examples of the individuals who started as baristas which had advancements in their careers 3. 30pm 3. 45pm Training Room Foyer Afternoon Coffee Break N/A Buffet Spread with refreshments 3. 45pm 5. 00pm Training Room Introduction to Cafe Co. Products PowerPoint Presentation,Video Clips The Employees will get to see the line of products which Cafe Co. offering. 5 . 00pm break of Day 1 Day Time Venue Description Media Remarks 2 8. 30 am 9. 0am Cafe Co. publication Breakfast N/A Buffet Spread with refreshments 9. 00am -10. 30am Cafe Co. dismission Food Hygiene and Safety Requirements PowerPoint Presentation, Demonstration The trainer will go through the food hygiene & safety requirements. -Food preparation -Handling of equipments -Fire safety-Fire Extinguishers-Fire Drill 10. 30 am 11. 00am Cafe Co. Outlet Customer Service PowerPoint Presentation flight simulator will give a presentation,-Importance of the customers-How to attract new customers -Customer appreciation -Customer obedience 11. 0am-12. 00 Noon Cafe Co. Outlet Handling Customer Complains N/A Role Play in groups of 3 to 4 -Each group is disposed(p) a scenario -The trainer will assess them in handling the site -Remarks from the trainer 12. 00 Noon- 1. 30pm Cafe Co. Outlet Lunch Meeting with the Line managers N/A Buffet Lunch-The Line Managers will go around and bera te with the Trainees during the Lunch 1. 30pm-3. 00pm Cafe Co. Outlet Standard Operational Procedure of Cafe Co. Demonstration and applicatoryCutleries, Cutleries The Trainer will Demonstrate the service sequence. Welcoming the Guest-Locating a table-Offering the Menu-Taking Orders-Serving -Attending to various requests from the guest -Table Settings (Cutleries) 3. 00pm -4. 45pm Cafe Co. Outlet Coffee prep Methods followed by Coffee Break Coffee Machine, Coffee Cups, Sample Food in the Menu, The Trainer will Demonstrate how to make Different Coffee Mixtures-Each concourse will try to make their own Coffee-All the food items in the visiting card will be served during this session. -The trainer will emphasize on the impressiveness of product knowledge. 4. 45 pm 5. 5pm Cafe Co. Outlet Course Summery, military rank and stoppage Address PowerPoint Presentation, Evaluation Forms, Facilitator The Trainer will give the Closing address and will leave the premises whither the facilitator will conduct the Evaluations 5. 15pm End of the Induction Program Word Count 613 a) Explain the training methods and media you would kindle for delivering each part of the program, justifying your choices. (1000 words) Learning Styles Before planning a training program it is impotent for the trainers to understand different behaviors of learners.According to Honey & Mumford, there are four styles of learning they are activists, reflectors, theorists and pragmatists (Gray, Cundell, Hay and Oneill, 2004) Honey and Mumford as fountainhead suggested that the use of the senses (hear, see, feel, smell & taste) push aside enhance the learners learning experience. Figure 1 -They need models, facts and concepts to engage in learning -like to understand theories laughingstock actions -Involves themselves in new experiences. -Willingness to take Risks -Have an open mind -people who learn by Doing Practical approach -like to put what they learn in to practice -Experimenting -like to try out new ideas -Learn by observing and thinking -takes time to come to final resolution -they avoid leaping in like to watch in the side lines Training Methods Choosing the correct training method to deliver the training is real important for both the trainer and the trainee. There are potentiometers of factors to matter when choosing a method. Some of them are Audience age, level of education, learning style of the trainees, budget, trainers skills and training style.Training Method Description Advantages Drawbacks Where did we use? why did we use? Lesson/Instructions The trainer will deliver the lesson to a group of people Ideal for smaller groups. advise archive transfer of entropy easilyCan make the learning experience more interesting with the use of the in force(p) media. Cannot handle Larger groupsVery trainer centered Standard of the training depends in addition much on the trainer Most of the activities on the first day was more ground on this m ethod of training -Our Business and Our Goals -Employment Conditions Organizational Structures and Career Advancement Opportunities-Food hygiene and Safety requirements This is the most common method of transferring the information out to an audience. Even though this can be pussy monotonous, using of a mixture of media like videos can make the learning experience more effectuateive. The topics like billet and our goals, employment conditions and etc are rattling straight forwards topics which can use lessons to deliver.Seeing, Hearing Demonstration The trainer will demonstrate a designate in front of the trainees. How to flection a NapkinHow to prepare an espresso Aids understanding and retention Stimulates learners interest Can give learners a model to follow Must be unblemished and relevant to learnersExamples require lengthy prep timeMay be difficult for all to see Standard Operational Procedure of Cafe Co. Coffee Preparation Methods By Looking at the demonstration t hey will get an idea on how things are carried out.Also by giving them an opportunity to practice the above demonstrations will sum up the effectiveness of the training Researches suggests, by using kinesthetic learning will increase the results in learning outcomes (teaching Mineralogy, 2011) Seeing, Feeling and savouring Training video These videos can be specially designed for training purposes or it can be normal media which can be taken from the web Easier to understandImages and motion pictures can be recalled easily than words and phrases fruit cost can be high for training videos Our business and our goals. Introduction to cafe. o It is interesting to see both(prenominal)thing than listening to someone for few hours. Easier to enamor the attention of the trainees. Seeing, Role play Trainees act out characters assigned to them. knowledge regarding the situation is provided to the trainees by the trainer. Focus on interpersonal responses The more meaning(prenominal ) the exercise, the higher the level of participant focus and intensity Outcomes depend on the emotional (and subjective) reactions of the other trainees. Handling Customer Complains Role playing can be a very interesting way to see how a person reacts to a certain situation. only the scenarios has to be well prepared and the trainer must always facilitate to keep the trainees from derailing away from the desired learning objectives We use this method in order to prepare the trainees or the succeeding(a) employees to handle difficult situations with no hesitation. Furthermore they will be well prepared to face different types of customers with different attitudes and to handle the complains well. Feeling Games This is to improve the decision making and sense making capabilities of the trainees. Build a diversion and enthusiastic atmosphere in the training program.Improve the critical thinking skills of the learnersTime management and squad building skillsBring out the leadersh ip qualities of the participants. Time consuming. Competition force arouse the conflict among the participants Leadership Icebreaker Game The game Magic shoe is used to choose a leader within the group. This will improve the team dynamics and at the same time it will build a unity among the team members. This will benefit the participants in enhancing their decision making skills and consequently improve their time management skills as well.Word Count 904 e) Outline your evaluation strategy for the course. (250 words) Evaluation can be defined as a way of assessing or judging the value of a piece of work (Tufo, 2002). It is the systematic mind of the worth or merit of some object (Trochim, 2006). The evaluation of this induction program is based on kirkpatricks 4 levels of evaluation model. Figure 2 shows the 4 levels of learning and the how it effect the participants. Figure 2 direct 1 (Reaction) This is used to understand how the trainees or the participants felt about the pr ogram. Happy sheets and feedback forms will be assumption to the trainees soon after the induction program is over in order to identify the effectiveness of course delivering methods. For long term evaluation, customer satisfaction surveys and employee performance evaluations will be conducted every three months. Level 2 (Learning) Learning evaluation can be identified as the measurement of the increase in knowledge before and after the program (Chapman, 2009). Observations will be conducted after the induction program on how the new employees handle the coffee machines and equipment.Furthermore a questioner will be given to the new employees to identify the improvement regarding the product knowledge. Level 3 (Behavior) In one month time follow up surveys will be conducted to both employees and managers in order to identify whether the employees are applying the things which they have knowing during the induction program. Also customer service feedback forms will be given to th e customers after one month time to find the improvement and the screening of knowledge. Level 4 (Results) Measuring the performance of the company in increase or decrease of sales.Daily sales level followed by monthly sales level. In period of 3- months time measure the increase or decrease in product quality and the customer feedback. Consequently by evaluating the effect on company profit will give a large-minded description on how the induction program has an impact on the business in long run. Word count 311 Reference 1. Armstrong, M. (2006). Handbook of HRM practices, tenth Edition, London, Kogen Page. 2. Armstrong, M. (2009). Handbook of HRM practices, 11th Edition, London, Kogen Page 3. Chapman, A. (2009).Kirkpatricks learning and training evaluation theory. Business balls. Online. on hand(predicate) at http//www. businessballs. com/kirkpatricklearningevaluationmodel. htm . Accessed 12th Jan 2012 4. Fleming,N. ,and Mills,C. ,(1992). Kinesthetic Learning. Teaching Minera logy. Online. Available athttp//serc. carleton. edu/NAGTWorkshops/mineralogy/xtlsymmetry/kinesthetics. html Accessed fourteenth Jan 2012 5. Gray,D. Cundell,S. Hay, D. Oneil, J. (2004) Learning through the body of work 7th Edition, Cheltenhan, Nelson Thornes LTD. . Leadership games. (2012). Leadership games for groups. Leadership games. Online. Available at http//leadershipgames. org/ . Accessed 14th Jan 2012 7. Trochim,M. K. W. ,(2006). Introduction to Evaluation. Research methods Knowledge base. Online. Available at http//www. socialresearchmethods. net/kb/intreval. php . Accessed 15th Jan 2012 8. Tufo,S. (2002). What is evaluation?. Evaluation trust. Online. Available at http//www. evaluationtrust. org/ . Accessed 15th Jan 2012 Appendix 1 Magic ShoesMake 2 lines on the ground at least 8 feet apart and have the participants break into 2 groups, with each team having one pair of magic topographic point. Instruct the team to gather behind one of the lines and have them cross the l ava (the ground they are crossing) with only one person at a time using the magic shoes to be able to walk across the lava safely. Each team will be challenged to select a leader who would plan the strategy on how to have the entire team cross without being burned (Leadership games,2012). character D Student reflective statementPlease complete the questions below and submit with you assessment on Friday 15th January 2012. Please note that this is worth 5% of your assessment mark and should be approximately 500 words. What have you learnt in the function of completing your assignment? Human Resource Management (HRM) can use as a powerful force to archive organizational goals. But I feel that in the Singapore Context these practices are not carried out effectively. Especially local firms, they name the department as HR department but they only do administrative work. Basic things like Recruiting and selection.I feel that they need to focus more on things like HR Development and tra ining in a strategic level. This will give the company an edge in the competition. All in all it gave me lot of insights on to the role of a HR manager and the importance of him or her in the top management to make decision making easier. What helped or hindered you progress? My work experience as a manager helped me in doing this assignment. Lot of the things mentioned in this module is similar to what I do at work. But the tough part is searching for relevant materials and resources and giving references was diminish down my progress.Nevertheless by reading the course materials and the lecture slides gave me a wide-eyed understanding regarding Human resource management and also how to build the induction program effectively. But time management was a difficult task for me as I have work during week days and weekends as well. Therefore it hindered my progress and resulted in rushing through the assignment. For each divide please reflect on whether you are satisfied with you subm ission and if not, why not? Considering the overall work, I am contended and happy because with all the time barriers I managed to finish it on time.But because of the given word counts I had to destine my thoughts and findings which was not satisfactory. Furthermore I have doubts in my referencing method and the sum of money of references I used because I was unable to attend to the special home where the lecturer conducted in regarding referencing. What actions will you take as a result of what you have learnt while doing this assessment? I am working in a small company which has close to 25 employees in the totally Singapore branch which is the head office for all the other branches in Malaysia, Indonesia, India and Thailand.Last week I was in Indonesia for one of the training sessions which they were conducting for some of their trainers (We are dealing with Schools). And I was very happy how they conducted their training. It was a well precise and well structured. After th e training they had the training program I took some feedback from the trainees and they were very good. On the other hand the training which we conduct here in Singapore is very informal sessions which dont really follow any standard. So with the help of my knowledge I am going to change the training structure of our company and standardize for all the other countries as well.