Evaluate the design elements that help ensure that participants learn about leadership and put it into practice
In the contemporary world, new technologies are being developed to revolutionize the operations of most entities in the modern world. The technological transformation that is being witnessed in the world tasks multiple leaders of these entities to be conversant with the various technologies being developed that are aimed to increase the level of effectiveness of their operations. However, in Human Resource Management the technological change has been witnessed in the department which has revolutionized the entire operations of an entity. The technology that has been integrated into the activities of Human Resource Management is known as Human Resource Information Systems. The Human Resource Information Systems are used to store data of employees, processing payrolls and reducing on errors that were traditionally witnessed in the traditional form of Human Resource Management. However, implementation of the Human Resource Information Systems cannot be successful without the employees being integrated into the implementation of the HRIS.
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The first design element that the management of the company needs to integrate into HRIS is a training program. The training program will play a significant role in developing the knowledge and skills of the employees relating to the new HRIS system that it to be integrated by the leadership of the company (Lacerenza et al., 2017). The skills attained from the training program will play a significant role in increasing the efficiency of the HRIS system. Moreover, the training program that is to be integrated and implemented by the management of the entity will improve efficiency in areas such as record keeping of employees information, recruiting of new employees, and awarding of hardworking employees.
The organization needs to implement a transformational type of leadership. The transformational kind of leadership will play a significant role in increasing the effectiveness of the new HRIS system that the management is planning to implement in its operations. Transformational leadership will be a substantial element as it will enable the employees to be directly involved in the decision-making process of the HRIS system. The transformational sort of leadership will also encourage employees to develop their sense of leadership when they are allowed to air out their ideas for the improvement of the organization.
The other design element that needs to be integrated into the HRIS systems include is an employee appraisal model. The design element will enable the HRIS systems to identify the personal efforts that are being applied by an employee and the system awarding the employee (Shukla, Verma, Narayanan, and Potenziani, 2014). The HRIS system should be free from bias and favor when granting the efforts the employees put in their line of duty. The performance appraisal elements should also include a time span that will ensure that the performance of employees is awarded in the organization.
Analyze how these design elements encourage learning and transfer
The training program will play a significant role in ensuring that our entity’s HRIS system attains its set goals. In this case, my current position will subject me to be involved directly in training the employees on the operations of the HRIS system (Al-Dmour, Masa'deh, and Obeidat, 2017). The direct participation of other leaders in the training program of HRIS and me will assist in eliminating any possibilities of subordinating employees from resisting the implementation of the new HRIS systems (Tursunbayeva, Bunduchi, Franco, and Pagliri, 2018). The training program will also eliminate the susceptibility of employees lacking the adequate skills on how the HRIS system operates and its benefits to the operations of the Human Resource Department of the organization.
Implementation of a performance appraisal will play a significant role in improving the learning culture of employees in the entity (DeNisi and Gonzalez, 2017). The performance appraisal will be a motivating tool that will ensure that employees can grasp the activities that are involved with the HRIS system. The employees will be quick to learn as they will be motivated to acquire the awards that the management is willing to offer.
Transformational leadership will enable the employees to engage directly with us the management (McCleskey, 2014). The engagement will increase the effectiveness as employees will be able to raise questions about areas that they feel that they are not comfortable with regarding the HRIS system. In this case, the employees will be able to sharpen their skills and knowledge relating to the HRIS system thus increasing their level of effectiveness.
Reference
Al-Dmour, R. H., Masa'deh, R. E., & Obeidat, B. Y. (2017). Factors influencing the adoption and implementation of HRIS applications: are they similar? International Journal of Business Innovation and Research , 14 (2), 139-167.
McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and leadership development. Journal of Business Studies Quarterly , 5 (4), 117. DeNisi, A. S., & Gonzalez, J. A. (2017). Design performance appraisal systems to improve performance. The Blackwell Handbook of Principles of Organizational Behaviour , 63-75.
Dusterhoff, C., Cunningham, J. B., & MacGregor, J. N. (2014). The effects of performance rating, leader–member exchange, perceived utility, and organizational justice on performance appraisal satisfaction: Applying a moral judgment perspective. Journal of business ethics , 119 (2), 265-273.
Lacerenza, C. N., Reyes, D. L., Marlow, S. L., Joseph, D. L., & Salas, E. (2017). Leadership training design, delivery, and implementation: A meta-analysis. Journal of Applied Psychology , 102 (12), 1686.
Shukla, M., Verma, S., Narayanan, M., & Potenziani, D. (2014). Human Resources Information Systems (HRIS): A Review across States of India. IntraHealth International, Inc .
Tursunbayeva, A., Bunduchi, R., Franco, M., & Pagliari, C. (2018). What Kind of Benefits Different Stakeholders Can Expect and Obtain from HRIS Implementations: An Italian Case Study. In Organizing for Digital Innovation (pp. 39-48). Springer, Cham.
