Report on Human Resources Management

                In the modern organizational system, human resources are considered an asset that benefit a company in a real manner if managed properly. Considering the importance of employees and workers, organizations arrange training and development session to enhance the skills and qualifications of their employees. In the assignment skills, inventory and skills assessment are discussed in detail along with a projection of training and development plan in the organization. At the end of the assignment effectiveness or success of whole training and skills development process will be evaluated in the light of success metrics.

Skills Gap Analysis of Human Resources Management

        The skills gap analysis section is a practice carried out by the director of strategic talent acquisition and development. In this practice several steps are taken that are map Job duties, Data collection about employees, Arrangement of collected data, Gap analysis through using skills inventory worksheet and Findings of the analysis (Boxall & Purcell, 2011).

        Thus, through following these steps skills gaps were analyzed. Before starting the analysis all information about all current employees (unit wise, department wise and overall company) was documented through the use of skills inventory worksheet (see appendix to check an example of information collected from this skills inventory worksheet). Skills inventory worksheet documented information about Job title, qualification, skills, and experiences.

        After the collection of data different graphs were developed for skills. Benchmarking and other comparative techniques were used to find out whether skills meet the required skills presented in the job description. The important consideration was to ensure that skills are according to the job duties and requirements. For instance, a project manager usually has duties to manage workplace conflicts, task management, and record keeping.

        Considering these job duties the required skills for a project manager are time management, communication skills, resources management skills, and computer software use skills. Excluding the worksheet (skills inventory worksheet) some information was collected from the previous work performance records. Peer review strategies were also used to collect accurate data about each and every employee working in the organization (Bratton & Gold, 2012).

        Somehow, collected skills inventory presented that most of the employees were unable to work on modern and cost-efficient software because of limited skills and knowledge about the computer (Boxall & Purcell, 2011). Thus the analyzed gap was related to the computer and software skills.

Development of Capacity of Human Resources Management

        After analyzing the gap in the skills the next step is to develop a plan to use this information to develop the capacity of employees. As discussed earlier gaps were found in the computer and software related skills that were quite essential for the organization in order to cut cost and secure a better position in the targeted market (Bratton & Gold, 2012). Thus a training session will be conducted in the light of collected information will be used to develop the capacity of the employees and workers.

The gaps can be filled through provide education in the relevant field. Many employees are not aware of modern software use because of their lack of interest in modern software learning, and lack of opportunity to learn software. Moreover, many of them are old graduated, therefore, they are not aware of modern education.

        Basically, in this situation, there are two options. At the first to provide training and the second is to provide an opportunity to get the education in the relevant field. As the organization is not requiring very high skills and in-depth knowledge to run the operations in the appropriate manner, therefore, the employee is not required to take proper admission in IT studies (Bratton & Gold, 2012). Similarity, the organization is also not requiring to hire new IT staff to do the work of these departments as the current workforce is experienced therefore they are performing their job duties in an appropriate manner.

        Thus summarizing all this we can say that the best option is to provide training and development session to the employees to increase their capacity rather than hiring new staff or providing a proper education system. Informal education and professional training session can help the organization achieve its goals. In short as director of strategic talent acquisition and development I recommend a training program for skills development.

Plan for Training of Human Resources Management

        In this section information related to the training and development session is presented. Basically, the training and development session is the best way to bring improvement in the software skills and other technical skills of the employees and workers. training and development session or program requires proper planning in order to ensure success other spent resources can only cause to increase the cost of the company rather than improvement in employee performance and work outcomes. Here a complete plat is presented for the software skills training session.

The objective of the training program of Human Resources Management

        At the first training team will select the key objective of the training program that will work as the guideline in the whole process (Boxall & Purcell, 2011). The objective is to improve software and computer skills in the employees.

Training Program Design of Human Resources Management

            Training program design is really important. Training design will be selected after conducting research, analyzing objectives, and considering available resources. As the purpose is to provide training to the employees related to software skills, therefore, IT experts will be invited to the selected training room. At least 5 IT experts will be invited on different timings and for different skills. The training session will include listening session, practice, games, and group activity, at the end test and feedback collection to check the validity.

Selected employees of Human Resources Management

        In the beginning employees from operations, finance, and HR department will be selected for the training program. The total number of employees for the training program will not exceed the limit of 40.

Selection of resources of Human Resources Management

        Relevant resources will be selected for the training session. Resources include software, hardware system, projector, training course hard copies, presentation slides, internet, and other training room furniture.

Cost Budget of Human Resources Management

Cost budget will be developed in the advance to complete all other activities with the budget.

Success Metrics of Human Resources Management

        The first success metrics related to this training program is performance improvement (Boxall & Purcell, 2011). We can conclude the program is effective or successful if the overall performance of the selected employees is increasing and improved. The selected skills training and education related to the increase of productivity and profitability that projects that the whole process carried out to increase skills inventory was successful.

        Increase in creativity presents the evidence that skills were appropriate for the employees and training programs has successfully delivered the desired outcomes. As a result of this training and employee's capacity to enhance program individual behavior of workers must be changed in a positive way only then we can conclude it successfully (Boxall & Purcell, 2011). Moreover, changes in the total number of mistakes and cases related to software programs will also present that require skills are achieved and success is earned.

Conclusion on Human Resources Management

            Human resource has significant importance in the organization. The highly skilled employee can participate in a better way to ensure the overall success of the organization. Somehow, for this, there is a need to improve the skills of the current workforce at each level. Gap analysis of the employee’s skills within an organization is the best way to collect information about the requirement of skills that can be beneficial for the organization but are currently unavailable. Gap analysis presented gaps that ensured through providing education and training to the relevant workforce. As a result of this success was evaluated in the light of success metrics.