HRM Practices and Correlation Analysis †Free Samples to Students

Question: Discuss about the HRM Practices and Correlation Analysis. Answer: Introduction Comfort Transportation Pte Ltd, generally known as Comfort, is a taxi company that is owned by ComfortDelgro Corporation Ltd. The company has been engaged in providing taxi services for meeting the needs of transportation in different cities in Singapore ("ComfortDelGro", 2017). The services which are offered by Comfort Transportation Pte Ltd are taxi booking services, limousine counters, limousine cab services, vouchers, cab charge payment, cashless payments, and hand care cab and so on. In the further discussion, the focused topic will be business goals, challenges and training need analysis of the company. On the other hand, task analysis for bringing proficiency, identification of individual learning needs along with the identification of the levels of training need analysis are also the given emphasis furthermore. The central goal of the company is to be established as worlds largest transport operator of consumers choice. The company always tries to anticipate its consumers requirements. Continuous up gradation with the objective of providing outstanding service to its customer is an important aim of the company. Foster the environment of trust through engaging the people, to whom the services have been served, is the unique characteristic present in the company. The company has an aim of rewarding its shareholders by delivering sustainable and steady results with the growth and development of the business (Bergenhenegouwen, 2016). Mentoring the staff by providing a challenging environment and plenty opportunities for development and growth is one of the most key objectives. It has aimed at strengthening the abilities and capabilities of the staff through efficient training, recruitment and effective career planning. The company always sets realistic and challenging goals. Comfort Transportat ion Pte Ltd. believes in the fact that customer satisfaction is the utmost aspect which can ensure the success. With these goals and targets, Comfort must prepare itself to address the alarming challenges which the company and this particular industry are facing altogether. Organisation Training Need Analysis Training need analysis (TNA) is also known as training need assessment which implies the method of identifying the need for organising training programme. An organisational analysis of training needs mainly focuses on the organisation and its activities as a whole. It also has the responsibility of determining those areas where training is needed. With the particular method, identification of the conditions upon which the training will be accomplished can be done accurately (Bartram, Gibson, 2017). The areas which are identified within the organisational analysis are business goals, environmental impacts, availability of resources and expertise. Analysis of the types and extent of organisational support which must be provided by the management to the employees can also be done with the method. Besides, conducting attitude survey, a collection of customer feedback complaints and observing the staff behaviour towards the customer are the functions accomplished by the method. The analysis also helps to change the technologies which have been used by the company. Keeping the technologies updated will ensure the survival of the company in the rapidly changing business environment (Zhang, Wang, 2017). Changing the workforce strategies and demographics as per the future challenges of the company, Comfort must have been accomplished through organisational training need analysis. Task analysis mainly provides an in-depth assessment of different components of a particular job or a set of jobs. Recognition of the required skills, abilities and knowledge for the achievement of predetermined goals is the primary objective of the analysis. By conducting a task analysis the job description, standard of performance and analysis of operating system can be done in a systematic and proper way. In this context, job description refers a wide explanation of the purpose, scopes, responsibilities and duties involved in a particular job. The job description is considered as the immediate result of job analysis (Bergenhenegouwen, 2016). It also describes working conditions, conditions of employment, employees activities, required training and the customer needs. Proper identification of performance gaping i.e. comparing the given performance with the predetermined standards is an important function of task analysis. Through a detailed task analysis, the information of each specified jobs along with the skills, attitudes abilities and knowledge areas can be accurately determined (Zhang, Wang, 2017). The task or functional analysis also involves analysis of the operating system. Significantly, it includes the analysis of waste, downtime, quality control, late delivery, and repairs and so on. Through the task analysis method, the type and extent of hazards and risks involved in a particular job can be appropriately explained to the appointed individuals (Berman, 2015). In this way, a task analysis organised by Comfort will play a significant role in determining observable actions and tacit cognitive functions needed for proficiency and sometimes excellence in any identified job tasks. Individual Learning Needs Analysis Individual learning need analysis focuses how an individual employee is delivering performance through application of his skills, knowledge and abilities. The need analysis determines which employees require training and what kind of training is needed to be conducted (Uysal, 2012). Through the analysis, the evaluation of performance including identification of weaknesses and threats can be done for betterment purpose. Performance related troubles such as accidents; productivity, absenteeism, equipment utilizations and employee grievance can be resolved through individual learning need analysis. By conducting this type of analysis, the functions i.e. measuring employee morale, motivation and observing employee behaviour along with its results can be accomplished (Taylor, 2013). Through attitude survey, the measurement of job satisfaction is also an important aspect of the analysis. Organising interviews by concerned supervisors for measuring job-related qualities i.e. required skills , abilities and attitudes of the employees can be done through this method. Overall it can be stated that through individual learning needs analysis and implementing the solutions in actual practice the employee-management relations of Comfort Transportation can be improved effectively. Based on the findings of the three levels of training needs analysis the learning outcomes of the training programmes will consist of some important aspects. The aspects are, training makes the organisation and its people fit for the task to which the people are likely to be matched (Terry, 2007). Training helps to develop and prepare the organisational people to accept the changing requirements of the job to which they are assigned. Such programme prevents obsolescence of the requirements of manpower or human capital. Effectively, the process creates a better corporate identity and image. On the other hand, it also enhances organisational flexibility and stability. The process also updates, strengthens and improves the capabilities and knowledge based on the environmental changes. It has the outcome which improves the interpersonal and behavioural skills of the organisational people. It ensures continuous opportunities to improve performances of the assigned people (Terry, 2007). Through the overall analysis, the efficiency and effectiveness of Comforts performance can be determined by evaluating and removing the loopholes. This evaluation tools determine the usefulness of the training interventions. As the outcome of the whole analysis, the evaluation of the participants learning is considered as one of the most important aspects of the process. Conclusion Conclusively it can be stated that as the organising training programme is a cost-effective issue, the need analysis at all levels must be done properly to avoid unnecessary expenses and loss of the concerned organisation. In this present competitive business environment, all the taxi companies in Singapore including Comfort need to develop suitable and appropriate business strategies. Along with this, proper training need assessment must be done for the individual and as well as the organisational development. The analysis is necessary because an organisations abilities and capabilities majorly define the path through which a particular company overcame its threats and challenges to become a milestone in a particular industry. References Bartram, S., Gibson, B. (2017).Training needs analysis(1st ed.). Aldershot, England: Gower. Bergenhenegouwen, G. (2016). Competence development ? a challenge for HRM professionals: core competences of organizations as guidelines for the development of employees.Journal Of European Industrial Training,20(9), 29-35. Berman, E. (2015). HRM in Development: Lessons and Frontiers.Public Administration And Development,35(2), 113-127. ComfortDelGro. (2017).Comfortdelgro.com. Retrieved May 2017, from https://www.comfortdelgro.com/ourcompany.aspx?id=4 Taylor, P. (2013).How to design a training course(1st ed.). London: Continuum. Terry, C. (2007). Enabling staff to access the knowledge they need, when they need it.Industrial And Commercial Training,39(7), 368-371. Uysal, G. (2012). For the development of effective HRM systems: inter-relationships between HRM practices using correlation analysis.World Review Of Entrepreneurship, Management And Sustainable Development,8(1), 1. Zhang, S., Wang, Z. (2017). Correction: Inferring Passenger Denial Behavior of Taxi Drivers from Large-Scale Taxi Traces.PLOS ONE,12(2).