Case_Study__Implementing_Hrd_in_a_Small_Fe_College

CASE STUDY: SUPPORTING HRD IN A SMALL FE COLLEGE TABLE OF CONTENTS Table of figures Executive Summary Chapter 1: Introduction 1.1 Rationale for the Research 1.2 Aims and Objectives of the Research 1.3 Research Design 1.4 The Structure of the Dissertation Executive Summary The research was conducted in order to establish an HRD framework in a small UK college of further education and to achieve this aim the following objectives were set: * To establish the need for a framework for the development of human resources. * To identify the organizational and individual development needs. * To provide workable suggestions that will aid in the establishment of the Human Resource support framework and to inform the HR Strategy. Recommendations * The Training and Development Plan should be revisited and be aligned to the HR and Business Strategy * clear link between the business strategy and the HRD support system * Training & development to be monitored at regular intervals * The HRD champion (the Quality manager) to implement the HRD support system. * Training should be set on a short, medium and long term. Training should constantly be evaluated and employees given additional responsibility. * Consideration should be given to the development of a staff handbook. It will be a useful way of communicating the mission, vision, goals, policies, practices and procedures to improve staff awareness. * The College should re-examine its pay policy with the view of reinforcing the skills and experience of its employees. Implementation Plan: First step: ( training interventions) Regular Pedagogy review: Invite Outside speakers/ seminars on a regular basis: Inviting officials from local Learning Enterprise Skills council for regular talks to staff. Next Step: (training interventions) Library to stock relevant books, periodicals, journals: IT training: Setting up a common room: Annual T&D budget CHAPTER 1 INTRODUCTION This chapter provides an introduction to the content and structure of this dissertation. Firstly an outline of the objectives is provided which is followed by an overview of the research design and an overview of the chapters that follow. The object of our study is a newly founded college of Further Education in London. As a new player in the education sector, there are various key factors that have to be taken into consideration to achieve long term goals and vision. The study focuses on human resources as a key determinant in leveraging competitive advantage. The overall objective of this endeavour is to examine the current organization and create an HRD support system. 1.1 Rationale for the Research The college is a relative newcomer to the UK educational sector. It came into existence in April 2007. The absence of an HR (Human Resource) department and a devoted HR practitioner within the organization has led to the assumption that feelings of insecurity and instability, exist at all levels of staff. This concern led to the need for further investigation into the possibility of creating an HR support system. This information is useful for the College, as it is currently in the process of updating its policies and procedures, as well as developing a Human Resource Strategy. 1.2 Aims and Objectives of the Research The main purpose of this research is to provide the management with valuable information in order to establish an HR support system. The report will examine the rationale for the framework including the historical context, the organizational needs analysis, the human resource development needs, the suggestions for implementation of the framework and its implications. To achieve this aim the following objectives have been set: * To establish the available level of support. * To examine the individual staff profiles and assess their developmental needs on a one to one basis with a view to make recommendations to setup an HRD support framework. * To conduct primary research, in the form of structured interviews, focus groups, questionnaires and action research to understand the organizational and HRD needs. * To provide workable suggestions, that will aid in the setting up of an HRD framework and contribute to the establishment of a learning organization. 1.3 Research Design The researcher’s work placement within the College has enabled him to take an action research approach (Lewin, 1947). His role as Admin/HR assistant has allowed him the opportunity to observe the workings of the organization and experience the organizational culture while collecting the data relevant to the study. Background research involved face to face interviews and focus groups. Methods used include qualitative analysis, observation, note-taking/diary method and interviewing. 1.4 The Structure of the Dissertation The dissertation is divided into seven chapters. Following this chapter, the literature review examines secondary literature pertinent to the topic, and focuses specifically on the factors, that are to be considered in addressing HRD issues. It provides an overview of current knowledge and thought regarding human resource development. The commentary considers the purpose of HRD initiatives and the perceived benefits. It concludes with a brief discussion on the characteristics of a successful HRD framework. Chapter three examines the Research Methodology and outlines the approach used in conducting the research. In addition, it specifies the reasons for choosing the methods, and gives a detailed explanation of the chosen methods. It will also highlight the limitations of the study. The fourth chapter explains the research findings and provides summaries of the structured interviews, conducted with the management and staff. The chapter then concludes with the findings from the structured face to face interviews, focus group, questionnaires and action research. Concluding Discussion, the fifth chapter, provides a summary of the main issues emerging from the findings, and draws on best practice highlighted in the literature review, which will contribute to the inception of the Human Resource Development framework. Finally, Recommendation and Implementation Plan concludes the research by making recommendations, on the relevant issues to be addressed by the various stakeholders, and provides suggestions for implementation. The learning Review is provided at the end.