Human Resource Management
Submitted By Muhammad Shahid Rafiq
Submitted To: Zoya Faisal
Roll no: Fa-19/BSCS/217
Section: E
Semester: 4th semester
Question #1
what do you think of apex's training process? could it help to
explain why employees" do things their ways" ?if so, how?
The training process of Apex is not well designed and not well adhered to, which is very
clear from the attitude of its employees. It is very haphazard.
It’s unstructured, and there is no training
documentation which further makes the entire training process weak. The Apex Door
Company has many flaws in delegating work and it also shows the employees lack of
interest to work. This is due to the incomplete and unorganized job descriptions. It
shows that every employee is trained equally across all departments and is not actually
trained according to their job profile. There is a weak accountability system as well. The
person assigned to perform the training is likely to have very low motivation as he
is a departing employee. Without any formal description, the trainer will teach “his
own way” of accomplishing tasks.
There are no outcome measures to determine if the training was successful. The employees
must be given effective training, so that the quality of work and efficiency can be
improved. The management has to introduce a training manual that would help the
employees in managing their roles and responsibilities accordingly.
Question #2
What role should job description play in training at Apex?
Employee job descriptions are written statements that describe the
duties, responsibilities, required qualifications and reporting relationships of a
particular job. Writing job descriptions is an important step as it forms the foundation
for many important processes such as job postings, recruitment, selection, setting
expectations, compensation, training and performance management.
Due to rapid technological
innovations impacting the
workplace have made it
necessary for
Industrial relations
Human resource
management
Occupational safety and
health
Information analysis and
research for
Influencing the policy
environment
Transferring knowledge to
members
Undertaking wage and
other surveys
Due to rapid technological innovations impacting the workplace have made it
necessary for
People to consistently update their knowledge and skills specialization.
People have to work in multidimensional areas, which usually demand far more
from their area of
Change in the style of management.
Due to non-practical college education.
Lack of proper and scientific selection procedure.
For career advancement.
For higher motivation and productivity.
To make the job challenging and interesting
For self and development
For employee motivation and retention
To improve organizational climate
Prevention of obsolescence
To help an organization to fulfill its future manpower needs.
To keep in pace with times
To bridge gap between skills requirement and skills availability
For survival and growth of organization and nation
The role of an employers' organization in training has to be viewed from different
perspectives. First and
foremost it must be viewed from an "internal" point of view i.e. the training and
development of the staff.
This is essential to the effectiveness of the organization's training services as well
as the other services as
it provides the members fall within the following:
• Influencing the legal and policy environment needed for business growth and
development
• Direct services to members. This requires that the staff be trained in the areas of
the organization's services such as:
1- Industrial relations
2- Human resource management
3- Occupational safety and health
4- Influencing the policy environment
5- Transferring knowledge to members
Question #3
Explain in detail what you would do to improve the training process
at Apex. Make sure to provide specific suggestions
We should start our training effort by carefully thinking about the organization's
strategic goals and objectives, our unit's goals and objectives, what work is to be
performed, and the strengths and weaknesses of our staff by thinking carefully
about the knowledge and skills needed to do the job.
Knowing what a job requires and how well we want it done will give us data to
make training decisions.
We should also look at broad performance issues and opportunities needed to
change or improve the organization and the individual employee's strength and
growth opportunities.
An individual "needs assessment" focuses on the specific knowledge, skills, and
abilities required of each employee. Individual needs should be viewed within the
context of strategic goals of the organization in order to ensure professional growth
and development of employees within established career paths. Our servicing
human resources office can direct us to resources to help us assess the individual
training needs of the employees.
Industrial relations
Human resource
management
Occupational safety and
health
Information analysis and
research for
Influencing the policy
environment
Transferring knowledge to
members
Undertaking wage and
other surve
