Responsibilities as a New HRM Manager

Human Resource Management
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Human Resource Management
Part A: Responsibilities as a New HRM Manager
1.0. Synthesis of Three Environmental Influences
Firstly, the service organization is faced with the decline of demand and restrictions on operations due to the outspread of COVID 19. The customers are reluctant to spend due to critical uncertainty (Dessler, 2013). The organization should upgrade its tech-infrastructure to provide online access to the customers so the problem can be solved. Another critical issue is the Federal minimum wage hike. This external change can affect profit margins (Dessler, 2013). To tackle this issue, the company should increase reliance on automation for repetitious tasks and layoff redundant employees. Furthermore, the social drive for gender equality in the workplace is a positive sign (Dessler, 2013). The service organization under consideration can capitalize on this social drive by ensuring the proper mix of the male and female gender. A significant advantage that the organization has is that most of the rules are suited to female workers.
2.0. Creating Job Descriptions for Web-Designer
The ideal candidate for the position should be able to:
* Visualize the appealing ideas
* Plan and create the website pages
* Create the complete layout for the website or webpages
* Update an existing website design or work on an entirely new website
* Meet strict deadlines without letting the pressure affect the quality of work
The idea candidate must possess a certificate of web-designer from a reputed institute.
3.0. Designing the Employee Training Program and Outlining Implementation
The employee training program for the desired position will comprise both on-site and off-site training. More focus will be retained on on-site training which involves learning while working in close association with senior designers. Each three newly hired employees will work under the supervision of their seniors who will provide feedback and help them hone their skills (Dessler, 2013). Besides, off-the-job training will comprise a session of two hours each month. During that session, the employees will be exposed to learning opportunities in the multimedia-integrated environment under professional trainers. Besides, they will be encouraged to share their deficiencies so the trainers can help them overcome the same as a part of professional development.
4.0. Evaluation of Design and Implementation of the Training Program
The HRM literature is replete with the references highlighting the importance of each of the training types proposed. Nguyen et al. (2020) argue that on-the-job training is a healthy practice as it contains kinaesthetic elements. The learners are actively involved in the practice who learn how to avoid their mistakes while paving their path to perfection. Since designing involves creative aspects, on-site training can be beneficial as the senior designer may go out of the box to help the designers discover or re-discover themselves. Furthermore, job training allows for individualized attention and coverage of a broad range of topics (Dessler, 201...