HRD program Assignment Example | Topics and Well Written Essays - 3000 words

HRD program - Assignment ExampleOut of several external consultants contacted, a elder consultant in the industry, Mr. Watson, proposed a teach program on behaviour establish recourse. Mr. Watson supported his command by pointing out that only 15 to 20% of industrial accidents atomic number 18 caused by unsafe conditions. The remain accidents atomic number 18 all caused by unsafe behaviour. Among the accidents caused by unsafe behaviour, a greater number of accidents are caused by negligence (that includes cutting corners to save time or allowing comfort, convenience or complacency to usurp job performance) than due to ignorance (lack of education, gearing or experience). Mr. Watson made a valid point. All of the employees in the governance were trained on safety and security at work. However, they were not trained on behaviour based safety. Thus, Mr. Baker chose to train the operations team on behaviour based safety. When HR department canvas the credibility of Mr. Watson , they found that he had conducted several training programs on the topic and had a long magnetic inclination of credible clients. Since there was nobody in the organisation who could train on behaviour based safety, Mr. Watson was selected to give the training. Need Assessment After determining which training was needed, HR wanted to know who needed the training (person analysis). This need perspicacity exercise was also necessary to define the objectives of the training program. For the purpose, Mr. Watson devised a need assessment exercisea questionnaire that was administered to a random sample of 50 workers. To increase the credibility of the exercise, it was kept anonymous. The questionnaire contained the interest questions What is your role in the organisation? What do you like about the organisation? What does the organisation do wellspring? What you think about the safety culture of the organisation? How would you rate the safety culture of the organisation on a scale o f 1-10? What are some of the best things about the safety management system? What are the gaps in safety culture- process/ system/ behaviour? What makes you frustrated or unhappy at quantify? Do you understand the need for getting feedback on safety lapses? How frequently are you provided feedback related to safety? The answers to these questions alarmed Mr. Baker. Workers did not perceive the factory area as a completely safe place. They agree that they take shortcuts due to deadline pressures even though they know that it is risky. They do not get feedback on behaviour based safety lapses. Achieving targets and goals are celebrated, while safe working habits are not considered by the frontline and nerve centre level management. All this indicated that the gap between what is and what ought to be begins with the frontline and middle level management. Hence, there is need to train 5 operations managers and 20 supervisors on behaviour based safety. These trainees will further incre ase ken amongst the other employees by sharing the training with them. Objectives of the Training Program The objectives of the program are as follows 1. disposition what behaviour based safety is and the need to change behaviour to make the workplace secure. 2. Analysing the factors that helped other organizations take workplace hazards. 3. Knowing how to make sustainable changes in behaviour that would lead towards workplace safety. 4. Preparing an action invent on introducing the behaviour based safety techniques in the organisatio