Tasks on human resource management in npower Essay Example

classes of learning: verbal information, cognitive schemes, rational skills, attitudes, and motor skills. Each class requires a different type of instruction and has specific external and internal conditions for learning.

Addressing the limitations of direct reinforcement in all types of learning, Albert Bandura proposed the social learning theory in 1973. He added a social component stating that people learn by observing others through observational learning. This type of learning explains various behaviors based on three fundamental concepts: individuals learn by observing their surroundings or other people.In an organizational context, it is crucial to create a workplace environment that promotes employee learning. Positive mental states, such as job satisfaction and pride, play a significant role in this process and can be fostered through rewards and recognition. Additionally, encouraging employees to actively participate and show more interest in training and development plans increases their desire for learning.

It is important to note that experimental learning allows for acquiring new information without changing behaviors, but effective learning requires attention, retention, and motivation to implement the information. C. Rogers' Experiential Learning Theory distinguishes between experiential and cognitive learning approaches. Experiential learning focuses on the learner's needs by involving them personally, facilitating self-evaluation, and providing continuous feedback.

The People Development Approach at npower emphasizes cultivating a trust-based culture within the organization. This approach encourages forward thinking by empowering decision-making at all levels of the company. By creating such an environment, npower supports training and development while utilizing experiential learning theory. This approach promotes active involvement from employees along with self-initiation and evaluation at every level of the organization.Furthermore, npower also employs social learning theory, where employees learn by observing others as suggested by

the case study.

Task 02

Personal Development Plan

Name

Mr. Jay

Qualification

Graduate (Mechanical technology)

Current Position

Mechanical Engineer

Current Organization

RWE npower

Date

17 August, 2010

Current State

Strengths:

• Fresh Graduate with knowledge of modern studies and skills.
• Employee of leading Energy Company in the United Kingdom with more than 11,000 employees across 60 sites.
• Experience in preparing bids and contract management (office-based work).
• Experience in plant inspection, repair, and improvements (factory-based work).

Weaknesses:

• Lack of practical experience in the relevant field.
• Holding different roles in a short period of time has not allowed for a proper grasp on any particular area.

Current Skills:

• An initial understanding of communicating channels with different degrees of employees exists to improve communication among stakeholders.

  Understanding of Communication Channels: The skill of understanding communication channels is present.

  Effective Time Management: Efficient time management is practiced to complete job responsibilities, minimizing time wastage and allowing proper attention to each task.

Desired State & Desired Skills

The improvement of data gathering from various sources is needed to create new processes or evaluate current situations. Advanced data gathering skills from both internal and external sources are required.

Gathering Datas

Improving the ability to collect data is essential.

Analyzing Datas

Acquiring skills in data analysis and applying appropriate statistical methods is necessary.This skill also involves evaluating the accuracy of results obtained from data analysis using different tools or techniques.

Conducting meetings with Stakeholders

Learning how to conduct meetings and promote communication among stakeholders is crucial. Leading these meetings is a valuable skill to develop.

Fixing and Managing budgets

Budgeting plays a vital role in any project, so it is important to allocate budgets and resources effectively for success. The current job requires proficiency in budget preparation and management.

Communication with the Top Management

Interacting with top management demands professionalism; therefore, developing persuasive communication skills to influence top management

is necessary.

Undertaking 03 - Critical Review on People Development Approach by npower

Before evaluating npower's approach to people development, considering alternative approaches to people development is important.

Traditional Approach

In the past, training and development were not prioritized within the organization. It was believed that managers possessed natural talent and could not be trained. According to Armstrong (2001), training was considered futile without any benefits. However, organizations now recognize the significance of corporate training and view it as a valuable tool for development rather than an unnecessary expense. Organizations use various cognitive and behavioral methods to enhance their employees' abilities.Cognitive methods involve theoretical instruction, providing guidelines and demonstrating relationships between concepts through written or verbal information. This training focuses on changing attitudes and knowledge through lectures, presentations, discussions, and computer-based programs.

On the other hand, behavioral methods prioritize practical training. Npower implements these methods by encouraging trainees to behave in real-life situations to develop their skills. The company assigns power and responsibilities at different levels to enable employees to gain practical experience and enhance their knowledge and abilities.

At npower, decision-making power is delegated based on the level of risk involved. There are three levels of decisions assigned to different employees. This delegation is effective because it allows employees to feel more involved and motivated in their work. They view the organization as their own and make decisions in its best interest.

Top executives, possessing necessary skills and competencies, are responsible for making high-risk strategic decisions that consider the company's human resources and capabilities. Enhancing decision-making abilities and allowing for a broader analysis of situations is beneficial.

Managers have discretion over tactical decisions aligned with top executives' strategies, promoting independent decision-making among

employees.The arrangement allows directors to predict business demands and ensure alignment with strategic goals. Lower-level staff members handle operational decisions, which are usually made daily and carry minimal risk. These staff members can take necessary action without manager approval, thus increasing efficiency. In the legal environment, laws play a crucial role in promoting social justice, stability, and security within society by regulating behavior and ensuring consistent application of regulations. The UK government has implemented several laws to protect consumers and employees such as the Equal Pay Act (1970) which ensures equal wages regardless of gender, and the Health and Safety Work Act (1974) which requires organizations to provide a safe workplace. The National Minimum Wage Act (1998) establishes a minimum wage for full-time staff. Businesses in the UK must comply with consumer protection laws including the Consumer Credit Act (1974), which mandates that companies providing credit facilities must obtain a license from the Director General of Fair Trading and disclose the Annual Percentage Rate charged to consumers. Npower, a company supplying electricity and gas services to major corporations like BT, Ford, and Wembley bowl follows processes outlined in the Trade Descriptions Act (1968) to accurately represent their products and services. The Consumer Protection Act (1987) holds companies responsible for false or deceptive pricing practices.The Office of Fair Trading (OFT) enforces the Fair Trading Act (1973) to prevent high prices and anti-competitive practices. If the OFT suspects a company of charging excessive prices or acting against public interest, they can refer the case to the Monopolies and Mergers Commission (MMC) for investigation. The OFT has authority over setting maximum prices, establishing quality standards, and monitoring business

practices.

The Competition Commission examines monopolistic behavior during mergers and acquisitions by larger corporations to protect consumer rights. However, this organization only has recommending power and refers offending companies to the OFT for further action.

When analyzing external factors that may impact an organization's operations, managers commonly use PESTEL analysis as a tool. This analysis helps managers understand macro-level forces that can affect their company.

Concerning npower's human resource policies, procedures, and practices, several macro-level forces should be considered:

1. Political factors: RWE npower operates within a country with laws protecting consumer and employee rights. Any changes in these laws could potentially affect npower's HR policies. For example, if there are changes in the minimum wage rate for full-time workers from ?3.59/hour, adjustments will need to be made to HR practices and policies.Political crises in Germany, where RWE npower is based, can have an impact on HR practices. This is also true for shifts in power between political parties and the industry, which can influence npower's HR policies. On the economic front, there are several factors that can affect organizational policies and procedures. For example, changes in inflation rates may require adjustments to employee pay rates and wages. Furthermore, poor global economic conditions have led to downsizing among businesses, leading to regulatory issues.

As organizations operate across cultural boundaries to expand their global market share and profits, the business world is becoming increasingly interconnected. This presents challenges for RWE npower in managing its human resources as it operates in different countries. The main challenge lies in ensuring consistent development and implementation of HR practices across various offices while taking into account local culture and beliefs.

To overcome these challenges, it is

important for the company to view its human resource map as a strategic partner rather than just an administrative service. This involves involving the HR department in both business strategy and people strategy.

Globalization brings about additional challenges as organizations need to effectively utilize talent across cultural boundaries. Social factors also play a role in impacting organizational policies. In the UK, for example, laws require a safe environment for employees and mandatory insurance for full-time employees. Any changes in these laws can consequently affect HR policies at RWE npower.
Government bodies can impose procedural changes that organizations must adhere to. Technological advancements are rapidly evolving, necessitating businesses to adapt in order to remain competitive. The introduction of new technologies or innovations may render the existing technologies utilized by RWE npower obsolete, thereby requiring modifications to the company's policies and processes. Government legislation regarding technology will also have an impact on the organization's HR practices (Armstrong, 2001). Environmental factors such as changing weather and climate conditions influence business activities. The health and safety act mandates that organizations provide a safe environment for employees, including adjusting procedures due to weather changes for employee safety assurance. Nevertheless, these factors do not significantly affect npower's HR practices. There are various legal considerations that businesses must take into account (Armstrong, 2001). Recent legislation passed by the UK government, such as the disability discrimination act and age discrimination act (Cuts, 2010), has affected HR practices in businesses including npower's human resource functions. To effectively navigate change management, it is essential for HR functions to comprehend the process of change and align with the driving forces behind it.HR management plays a crucial role in

ensuring that decision making during the alteration process is not exclusively top-down, as this may lead to implementation without productive outcomes. It is essential to involve employees throughout the entire change process to stimulate and motivate them, resulting in positive results. RWE npower demonstrates effective HR management by implementing initiatives such as the "Strategic Spare Parts Project," which encourages all employees to actively participate in decision making. As a result, RWE npower's HR management function fully supports and assists the change management process (Ulrich, Losey, & Lake, 1997).