BMA318: Human Resource Management Training Report - HRM Assessment

HRM Assessment

Case Scenario/ Task

You will deliver your training session to four of your fellow students in BMA318 to ‘reality test’ your training plan. This will occur during week 4 of the module.

You will also participate as a trainee in four other training sessions led by other students in BMA318, so you can provide feedback on their training. More details are provided below in the section on peer-to-peer learning .

You will have the choice of delivering your training session either as a face-to-face training session or via video conference using the Collaborate program (instructions on downloading Collaborate will be provided in the module).

Consequently, by week 3 of the module you must arrange a time and venue for delivering your training session sometime during week 4, so that you can then finalise your training report and submit it at the end of the module (see details below).

After the training session

- you will complete a trainer reflection (provided by the unit coordinator)about what you learned from the session - your trainees will complete a trainee reflection (provided by the unitcoordinator) about what they learned from the session - your trainees will complete the learning assessment you designed todetermine whether the session achieved the intended learning outcomes

The training session has been delivered exactly as planned. This peer-to-peer training that has been provided to Chris, Bobby and Gia brought amazing results. The major aim of this training was to teach waiters about table set-up skills. This has been effectively done during the training session. With the use of presentation these three learners were provided training in four simple steps. This was a very practical session that involved minimal theory. This made the training session very effective and it was a very learning experience for the trainees (Adeyemo & Sehoole, 2014). This 15 minutes training is provided in Morris Miller Library of the University on 13th September. In the first step the trainees were taught about napkin fold, service items and linen as a part of preliminary preparing and cleaning. The second step involved preparation and storage of condiments like butter, sauces, Sugar and sweetness and dressings. After this the next step consisted of making furniture ready to serve by arranging chairs in their proper order. The final step consisted of table setting correctly. In this manner the training was exactly provided as per the learning objectives. After presentation of training session the evaluation of training has been done and it was known that the training session has been able to deliver the required learning. This training session was delivered on the basis of SMART framework and this is the most significant aspect behind the success of training (Mostafa, Williams, & Bottomley, 2015).

Learning outcomes achieved during training

There were a number of learning objectives being set before launching the training session and the assessment depicts that a number of learning objectives were achieved after this. The most significant learning outcome is behavioural change among trainees (Louw, 2013).It was expected that the training shall bring behavioural changes with respect to table setting and this was successfully achieved. The learning outcome is that it is now observable that some behavioural changes took place in trainees and that too in particular time frame. This is clear by Table setting writing –skill assessment of Chris, Gia and Bobby. The training has specifically developed table setting etiquettes of the learners in a very efficient manner. The assessment checklist suggests that table setup skills of Bobby, Gia and Chris are competent. The training session has also helped in understanding the importance of training for enhanced productivity in the organisations. This session also helped in understanding SMART framework and its usage for setting training goals and thereby making training successful (Budworth, Latham, & Manroop, 2015).The entire training session was a big learning opportunity about the concepts of training and implementation of training session.

In this manner the major learning outcomes achieved during training session include sound understanding of concepts of training, implementation of training, SMART framework of training and utility of training in bringing behavioural changes in trainees.

Adaptation to be made in training sessions for improvement

There are a few adaptations that are required to be made in training sessions. First of all the feedback is taken from the learners and it has been observed that the duration was small for training and trainer was too much concentrated for collecting training material. On the basis of the feedback received from the trainees it has been observed that merely a presentation does not put much impact on trainees and it also lacks a bit of practicality (Gobind, 2014). There is also a need to focus on training content and this will be very important to enhance the impact of training in future as well. The adaptation to be made in training session will comprise of making situation exactly like On-the-job-training. In this the adaptation will take into consideration the following points:

• In On-the –job training the behavioural training will be provided using proper material and equipments so as to make learning easy and effective and this will be done by video presentation (Coetzee, Schreuder, & Tladinyane, 2014). With the video presentation the same atmosphere as restaurant will be created and then trainees will be give training about all these material and their usages.
• There is a need to focus on content to make the training more impressive in future.
• Analysing the mistakes done in this session is important to improve future performance.
• It is also important to explain the steps a bit slower for better understanding in future.
• Adding up some more games in future to make training sessions even more interesting.