Human Resources Department of the Nuplex Company

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Table of Contents

Introduction
Discussion
Conclusion
Bibliography

Introduction

This is a report of a learning event assessment practice based on Nuplex Company. The paper focus on the analysis of learning event and assessment practices based on technology advancement in the company, and the measures that the human resources department of the company has taken to address the intriguing issue.

The company offered training to adult employees recently through the human resource department, aimed at equipping the current workforce with the current technology, in a quest of enhancing productivity of the company. Interactive learning model such as classroom model was used to promote success of this training.

Discussion

The purpose of developing this learning activity was to equip the employees with the necessary skills in technology related matters. Therefore, an interactive learning approach was used to deliver the learning experience to the employees.

In the recent past, technology is changing at an alarming rate, most companies have constantly engaged their employees in training programs to instill the necessary knowledge pertaining to the technology available. In Nuplex Company, human resources department created various training programs, aimed at equipping its taskforce with the necessary technology, to match with the rising change in production techniques experienced in the company lately (Black, 1998 Pg. 26).

To ensure that the employees have constantly adapted changes in technology, process assessment strategies were initiated by the human resource department of the company. A panel of specialist members from the training personnel was created to give constant feedback to the management team of the company. The outcome of the training program was tested through measuring of the performance of the employees trained in terms of quality production (Bliss, 1993 Pg 43).

The purpose of the training program in the company was strictly aimed at improving the quality of production by the employees. Therefore, the assessors are mandated to produce an evidence based assessment report. This evidence lies primarily on the learning event involved in the training programs.

For instance, in the Nuplex Company, the main purpose of the training program was to equip the entire workforce of the company to comply with the technological advances that are currently available in the market. In Nuplex Company, the workforce must meet the company requirement in unveiling new technologies that are available in the market. The training program of the company was designated to ensure that it has all it takes for proper learning to take place (Boud, 1990 Pg. 102).

The evidence based assessment is orchestrated on the changing dynamics evident in the workplace of the company. There have been several factors that have been noted in the Nuplex Company: increase in labour mobility, diversification of classification, and an emphasis on the worker to be responsible and maintain their career advancement. This situation has compelled the worker to take initiatives and enhance their work experience and advance their qualifications.

The tremendous change in the employment sector has been propagated by the fact that the current market of employment is more competitive, therefore, leading to individualised demand for new learning opportunities. The workers in many companies who wish to maintain or upgrade in their positions must ensure that they meet the current demand in the market based on their qualification.

In Nuplex Company and the employment market at large, it is evident that knowledge is becoming a crucial tradable product. This implies that, for many employees, knowledge and skills is a fundamental aspect that they are using to safeguard their positions in workplaces. Therefore, most of the companies, for instance Nuplex, have initiated vocational training programs, to ensure that their employees remain primed in their qualification, and are thus able to maintain their job positions.

The company has also set process assessment strategies aimed at constantly evaluating workers performance, and consequently creating training programs, which help and equip the employees with the necessary skills that they require. It is also evident that there are forces operating simultaneously responsible for restructuring the labour force in the entire labour market.

Knowledge is tremendously rising, therefore, employees are demanded to possess with expanded knowledge and conceptual skills than they previously possessed so as to match maintain and enhance their chances of moving upward occupationally. All experiences occurs in individuals world and not the general world we live in, through the learning process, an adult is changed in three ways: self-person, real meaning of the world and ability cope with experiences, therefore, more equipped to handle various task specially.

Various theories of teaching were incorporated in the training program. In Knowless Andragogy theory, it emphasises the fact that adults are self-directed to take responsibilities on their own. The theory suggests that teaching method should not overlook this fundamental aspect. It also highlights that learning in adults is necessitated by changing environment and roles in the society adults dwell.

As people moves to higher positions in their workplace, professionally and personally, they have to advance their education for them to adopt and develop skills required in such positions (Ecclestone, 2002 Pg 398). The theory points out that adults will only accept learning when they perceive it to be applicable in their lives. As people matures, their views on application of knowledge changes from the future to present. This implies that adults will only seek to advance their knowledge when it can be applied at present.

This mode of learning has various social implications to the company and the employees. Nuplex Company gained tremendous improvement despite the high investment made on the training program. Most of the employees of the company have added values after the vocational training; therefore, it is hard for other employers to woe Nuplex employees in their companies.

This ensure that the company maintains its employees, thus, promoting a continuous growth and development of the company (Shepard, 2000 Pg. 9). The process assessment put in place ensures that the learners/employees improve skills and consequently apply the gained knowledge in the work scenarios; therefore, promoting the efficiency of the company.

This implies that after initiating the training program and successively conducting the programs by Nuplex Company, the employees gained technical skills and experience tremendously; hence, they can handle their allocated duty without struggle. It means that, through proper vocational training and assessment methodology, companies are able to produce quality workforce.

Conclusion

Many employees have become more responsible in line of conducting their duties, after undergoing the training program. This have significantly improved their social status as well, since they are more knowledgeable to handle various task efficiently based on the extra knowledge gained in the training. Therefore, proper learning experience and assessment methodology are fundamental in the growth of the employees social, economic and political wellbeing.

Bibliography

Black, P., and Wiliam, D. (1998) Assessment and classroom learning. Assessment in Education, 5(1): 7-74.

Bliss, J., Askew, M., and Macrae, S. (1996) Effective teaching and learning: scaffolding revisited. Oxford Review ofEducation, 22(1): 37-61.

Boud, D. (1990) Assessment and the promotion of academic values. Studies in Higher Education, 15(1): 101-11.

Ecclestone, K. (2002) Learning Autonomy in Post-16 Education: The Politics and Practice of Formative Assessment. London: Routledge Falmer.

Shepard, L. A. (2000) The role of assessment in a learning culture. Educational Researcher, 29(7): 4-14.

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Human Resources Department of the Nuplex Company

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