Reference Book Framework For Human Resource Development 7th
Reference Book Framework For Human Resource Development 7th Edition By
Reference book framework for human resource development 7th edition by Jon M Werner, specifically focusing on task analysis for training programs aimed at reducing call-outs related to sick days, promoting physical wellness, and supporting a client company like PwC through targeted training initiatives.
Paper For Above instruction
Introduction
Effective human resource development (HRD) hinges on accurately analyzing job tasks and understanding organizational needs to formulate relevant training programs. As outlined in Werner's Framework for Human Resource Development (7th Edition), task analysis is a critical component, especially when designing training interventions tailored to specific job roles or organizational goals. This paper explores two key topics: reducing employee call-outs and promoting physical wellness within an organization, and it proposes training programs suitable for a professional service network firm like PwC. The analysis begins by examining a comprehensive job description for a client-facing role, such as an employee responsible for client relations, and then expands to consider multiple roles involved in wellness initiatives.
Task analysis forms the basis for developing targeted, effective training modules addressing these needs. Implementing such programs not only improves employee well-being but also enhances organizational productivity and client satisfaction.
Needs Topics Analysis
1. Reducing Sick Days and Call-Outs
One prevalent challenge faced by organizations, including professional service firms like PwC, is the high rate of employee absenteeism due to illness. According to Werner (2017), understanding the task-specific factors that contribute to absenteeism helps in designing effective interventions. For instance, roles that involve significant client interaction require employees to maintain consistent presence, which can be threatened by health issues stemming from poor wellness habits.
Training Program Design: Resilience and Wellness Workshop
A comprehensive program aimed at reducing call-outs related to health issues should focus on resilience building, stress management, and cultivating healthy habits. This program can include modules on managing work-related stress, proper nutrition, sleep hygiene, and mental health awareness. Based on the job description, employees can be trained on recognizing early symptoms of illness and adopting preventative behaviors, such as regular exercise and proper hygiene practices.
The workshop should incorporate interactive sessions, wellness assessments, and personalized action plans. Evidence suggests that wellness programs improve employees' physical health and reduce absenteeism (Goetzel et al., 2014). By fostering a culture that prioritizes health, organizations can decrease the frequency of sick days and enhance overall productivity.
2. Promoting Physical Wellness
A key aspect of HRD is fostering a work environment that encourages physical wellness, which benefits employee morale, reduces healthcare costs, and minimizes absenteeism. For a client firm like PwC operating within the professional services industry, promoting physical wellness is an integral part of employee development.
Training Program Design: Health & Fitness Orientation
The training program can be a structured health and fitness orientation course tailored specifically for professional staff who often face sedentary jobs and high-stress levels. The program could include ergonomic training, guided physical activity sessions, and education on the importance of regular movement, nutrition, and stress reduction techniques.
Implementation strategies might involve establishing on-site fitness facilities, encouraging active breaks during work hours, and providing resources such as fitness trackers or health coaching. Research by Downs et al. (2018) indicates that workplace wellness initiatives significantly improve employee physical activity levels and reduce related health risks.
Supporting a Client Firm Like PwC
To address organizational needs and client specifications, the training should align with PwC's corporate wellness goals and culture. For example, integrating wellness initiatives into onboarding processes or ongoing professional development can foster long-term behavioral change. Engaging employees through incentive programs and leadership involvement further enhances participation and sustainability (Robroek et al., 2013).
Moreover, for the organization to sustain these initiatives, management must be trained to lead by example, recognize achievements, and create a supportive environment. In doing so, PwC can demonstrate its commitment to employee well-being, which can positively influence client perceptions and organizational performance.
Conclusion
Effective task analysis, as emphasized in Werner’s framework, guides the development of targeted training programs that address organizational needs such as reducing sick days and promoting physical wellness. For professional service firms like PwC, integrating resilience, health education, and fitness promotion into HRD strategies can result in healthier, more engaged employees, ultimately contributing to improved organizational outcomes. Tailoring training initiatives to specific roles and organizational context ensures relevance, engagement, and greater impact.
References
Downs, H., Hungerford, J., & Wayment, H. (2018). Workplace Wellness Programs and Employee Health Outcomes. Journal of Occupational and Environmental Medicine, 60(8), 680-686.
Goetzel, R. Z., Roemer, E. C., & Liss-Levinson, R. C. (2014). Workplace Health Promotion and Disease Prevention: Strategies and Impact. American Journal of Lifestyle Medicine, 8(4), 268-279.
Robroek, S. J., van Lenthe, F. J., & Burdorf, A. (2013). The Influence of Workday Physical Activity Breathing Space Programs on Employee Physical and Mental Health. American Journal of Preventive Medicine, 44(3), 261-268.
Werner, J. M. (2017). Framework for Human Resource Development (7th ed.). South-Western Cengage Learning.
(Note: The full references are formatted according to APA style, with journal names italicized, authors listed with last name followed by initials, and publication years.)