Examine the HRD Related Practices that are Followed in the Countries

1. HRD: To Examine the HRD Related Practices that are Followed in the Countries TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

2. TABLE OF CONTENTS INTRODUCTION...........................................................................................................................4 Philosophical aspects of HRD.....................................................................................................4 The concept and evolutionary phases of HRD in UK and Indian region....................................4 Significance of HRD and Influential elements of HRD in the perspective of UK and India .....5 Theoretical approach of HRD......................................................................................................5 Comparison of HRD between UK and India...............................................................................6 THEME 1: PROCESS OF RECRUITMENT AND SELECTION FOLLOWED IN UK AND INDIA..............................................................................................................................................6 THEME 2: THE WAY TRAINING AND DEVELOPMENT RELATED ACTIVITIES ARE FOLLOWED IN COMPANIES OF SELECTED COUNTRIES....................................................8 THEME 3: MANNER IN WHICH PERFORMANCE OF EMPLOYEES ARE EVALUATED IN INDIA AND UNITED KINGDOM.................................................................................................9 THEME 4: TASK WHICH ARE FOLLOWED FOR PERFORMANCE IMPROVEMENT IN THE CORPORATE OF UK AND INDIA.....................................................................................10 THEME 5: WORK CULTURE WHICH IS ENCOURAGED IN BUSINESS ORGANIZATIONS OF CHOSEN NATIONS..............................................................................11 THEME 6: HRD RELATED METHODS WHICH ARE ADOPTED FOR INCREASING PRODUCTIVITY IN ORGANIZATIONS OF STATED COUNTRIES.......................................12 THEME: 7 THE MOTIVATION PRACTICES FOLLOWED IN BUSINESS ORGANIZATION OF SELECTED COUNTRIES......................................................................................................13 THEME: 8 THE HEALTH AND SAFETY PRACTICES WHICH ARE ENCOURAGED IN UK ORGANIZATIONS AND INDIAN BUSINESS ORGANIZATIONS.........................................14 THEME: 9 THE CRITERIA FOLLOWED FOR EFFECTIVE IMPLEMENTATION OF CHANGE IN BUSINESS ORGANIZATION OF UK AND INDIA ...........................................15 THEME: 10 THE PRACTICES WHICH ARE FOLLOWED BY INDIAN AND UK COMPANIES FOR THEIR EMPLOYEES CAREER DEVELOPMENT...................................16 THEME: 11 THE PROCEDURES AND POLICIES WHICH ARE ADOPTED FOR CONFLICTS AND GRIEVANCE MANAGEMENT...................................................................17 THEME 12: COMPENSATION AND BENEFITS WHICH ARE PROVIDED BY INDIAN AND UK COMPANIES TO THEIR EMPLOYEES.....................................................................18 THEME 13: ENCOURAGING EMPLOYEE'S PARTICIPATION FOR ACHIEVING ORGANIZATION AS WELL AS PERSONAL GOAL................................................................19 TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

3. CONCLUSION..............................................................................................................................19CONCLUSION..............................................................................................................................19 REFERENCES .............................................................................................................................22 TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

4. Illustration Index Illustration 1: HRM wheel...............................................................................................................6 TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

5. INTRODUCTION Human Resource Development is considered to be as significant function inn human resource management as the particular segment deals with achievement of employees need with respect to training, monetary benefits and non-monetary benefits (Bilton, 2007). Apart from that human resource development also gives emphasis on providing of health and safety and good working environment to the employees so that they can perform their needed action in the best possible manner. THIS IS A SAMPLE ASSIGNMENT BUY QUALITY ASSIGNMENT TO SCORE TOP GRADES CONTACT US: TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com The present report is made to examine the HRD related practices which are followed in the countries United Kingdom and India (Paton and McCalman, 2008). The evaluation will be done with the help of thematic analysis in which different themes are framed related to the HRD subject area. With the help of different themes, findings and conclusion will be drawn with respect to HRD practices which have been following by the organization located in United Kingdom and India. Philosophical aspects of HRD The Human Resource Development has a much wider scope now. The scope of HRD enhanced with the involvement of new concepts and practices related to HRD. Primarily HRD TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

6. was related to training and development of employees of business and non-business organization but now it is not limited to that only. In the contemporary time, HRD involves career path development, performance measurement and enhancement, coaching and mentoring, providing of sound motivation and cultural environment to the employees, adapting employees to the change environment, recruitment and selection, safety and health related practices etc along with training and development (Gannon, Doherty and Roper, 2012). The concept and evolutionary phases of HRD in UK and Indian region Different authors have their different views about the development of concept and practices of HRD in UK and India. Several authors says, in UK HRD was developed in the year 1940 i.e. at the time of World War 2. On the other hand, some authors concluded in their studies that in UK HRD was developed from the year 1964 when IT Act came into force. The study of the author Stewart and Sambrook (2012) concluded that the concepts related to HRD improves in various stages. Many authors say the concept of HRD emerged in the year 1850 which is called as Trade Union Era. After Trade Union Era, the Social Responsibility Era. In the particular era, HRD was improved by carrying humanistic approach. The Social Responsibility Era contribute in HRD phase by educating employer and owner that they should adopt humanistic approach with worker. Here, the main contributor was the author Robert Owen. After the completion of this Era, the concepts of HRD developed adopted Scientific Management Era (Prelimi Hafeez, K. and Aburawi, I., 2013). Following of Scientific management Era, the HRD developed with respect to Human Relation Era, then Behavioral Science Era, System Approach Era and finally Contingency approach Era came in the HRD. In India, HRD developed from the year 1920, then it improved from the year 1940 to 1960, then 1970 to 1980 and in the year 1990 major changes were happened in Indian HRD related when the major focused was on developing good human resources in the country. Significance of HRD and Influential elements of HRD in the perspective of UK and India From the past studies, it has been identified that HRD has number of significance which it provides to the business organization when it is implemented in the rightly manner. The main importance of HRD to the Indian and UK organization are as follows- TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

7.  Performance management  Increase in productivity of the organization  Encourage Entrepreneurship  create sound and amicable work culture in the organization  Develops skills of HR manager and employees too.  Provides safe and secure working environment (Anderson, 2009). Theoretical approach of HRD Human resource development are the practical services which needs to be applied after having proper theoretical knowledge. There are several approaches defined under HRD to perform appropriate practical tasks. It includes system theory, general theory and other related theories. The system approach is defined as a group of objects that are joined together for some specific purpose (Khan, 2010). Similarly, there are various other theories such as general system theory and chaos theory which also focuses on achieving some specific objective but they are based upon different parameters. The process of HRD according to theoretical approach goes as follows: TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

8. Recruitment and selection Performance management Industrial relations Training and development Career development Safety and health Compensation and benefit Illustration 1: HRM wheel Comparison of HRD between UK and India The HRD practices in both the countries are very different from one another. The Indian companies do not rely upon the theoretical approach and they work according to the requirement of situation. While under UK companies, they follow a proper theoretical approach. The HR people conduct proper and deep research over the HRD requirements and then implement the theoretical approach practically (Sonenshein, 2010). THEME 1: PROCESS OF RECRUITMENT AND SELECTION FOLLOWED IN UK AND INDIA For every business sector whether it is a service provider or product manufacturer and retailer, human resource is the key element which is essential to carry out the operational activities. It is applicable in all the nations considering India as well as United Kingdom. Although the process of selecting employees may be different however they are performed in TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

9. each kind of corporation (Kotter, 2008). Distinguishing the recruitment and selection process of companies in both the countries, it could be explained as under: The selection process of UK companies  At the initial stage, the job vacancy is analyzed by the HR personnel. The opinion of all the department are taken and need for employees for different designation is generated. The finance funding is prepared for the process of commencing selection activities such as advertisement and inductions (Brown and Harvey, 2011). THIS IS A SAMPLE ASSIGNMENT BUY QUALITY ASSIGNMENT TO SCORE TOP GRADES CONTACT US: TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com  After analyzing need, the next HR process is to prepare job description and selecting target mass for receiving applications. The different selection criteria is prepared and a panel composition is done.  As soon as the need analysis gets completed, the vacancy approval procedure is practiced under which different criteria such as business cases or strategy formulation is done. The topic for selection is confirmed and floated to the desired candidates (Anderson and Anderson, 2010).  Solutions are collected from the desired candidates and they are analyzed for the best feasible answer. Thereafter, individual respondents are given the offer for panel interview which is prepared by HR. TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

10.  Finally, the interview session is conducted by the relevant HR people and the desired candidate is appointed for concerning job designation (Paton and McCalman, 2008). Selection process in Indian companies  First of all, the need analysis is done by HR people same like the practices of UK organizations.  Thereafter, the candidates are targeted and advertisement is done highlighting the selected dates for interview for the relevant positions (Bilton, 2007).  On the date of interview, the preliminary interview session is conducted and application forms are given to be filled by candidates. In those forms, all the details are mentioned.  The employment test is conducted and interview is taken at the same time. Their references are verified by the HR people.  After selecting the employee, they have to pass through the medical test to prove their fitness. Finally, they get selected in the organizations for desired jobs (Ford, Ford and D'Amelio, 2008). THEME 2: THE WAY TRAINING AND DEVELOPMENT RELATED ACTIVITIES ARE FOLLOWED IN COMPANIES OF SELECTED COUNTRIES To gain efficiency in current working conditions, most of the companies perform scheduled training and development session to upgrade the level of skills of the employees. Every firm has a different approach to develop their employees for a better working potential. The training session depends upon the culture of organizations which differs in different nations as well. Considering the training practices at the companies in UK, companies such as Tesco which is a leading retailer chain in their nation, they perform the flexible and structured approach of providing training and development sessions (Provan and Kenis, 2008). They practice both On-the-job and Off-the-job training methods. Under on-the-job method, the managers observe the progress of their employees and generates the demand for training. Then the HR people are appointed to organize the session and development program is held at the respective workplace. TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

11. Under this method, the employees get training session and simultaneously they are working and performing their primary jobs as well. Hence, it proves to be cost effective method for employees enhancement (Ganesan and et.al., 2009). Other than the stated method, they also pursue the off- the-job training method, where employees are appointed to attend the external courses run by other organizations. They are practiced to enhance the external skills which are not yet performed in the organization. It eventually leads to development of new areas and techniques of working. While in the Indian companies, no such standard kind of training and development schedule is made. It depends upon the need of situations and employees. Under Indian companies such as Sahara, they perform a hierarchical system of training employees. In the basic stage, the training need analysis is done which is the key step to identify the requirement of skill development (Sonenshein, 2010). Afterwards, the particular training design is formulated in which all the information regarding the field in which training is required is mentioned along with the methods to perform activity. As the method of training gets final, it is implemented in the real business conditions. If the source of training is available within organization, then training is given in the concerning workplace only. Else employees are send outside for acquiring skills. And finally, the training and development evaluation is done to determine the effectiveness of session and those skills are implemented in performing work practically for organization's efficiency (Meyer-Waarden and Benavent, 2009). THEME 3: MANNER IN WHICH PERFORMANCE OF EMPLOYEES ARE EVALUATED IN INDIA AND UNITED KINGDOM While working in the organization, it is very essential to evaluate employees to observe their level of performance efficiency. There are various methods to evaluate the employees' performance which is antithetic in all the nations (Ulrich, 2013). The ways to evaluate employees in India is very different from that of UK. Indian companies follows traditional methods to evaluate employees performances. They follow the method which are as follows: TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

12.  Rating scales – It comprises several numerical scales that represents different parameters to evaluate employees. Rating is given to the workers on the basis of their efficiency and generated output.  Checklist – Under this method, completed work of employees are noted down and measured with the desired output. Maximum number of work performed under the given time leads to positive impact of employee under its evaluation (Armstrong and Taylor, 2014). On the other side, UK companies follows modern approach of evaluating employees. They are:  Management by objectives – Every employee is given certain objective to attain within specified period. If all the conditions are satisfied and output is attained, then it results to positive performance (Gatewood, Feild and Barrick, 2010). While under non fulfillment of work, it counts to negative impact.  360-Degree feedback – Under the concerning approach, feedback regarding employee's work and performance is taken from his superior authority. It is one of the best technique as the HR people came to know the real behavior and work of person and on its basis, appraisals are distributed. THEME 4: TASK WHICH ARE FOLLOWED FOR PERFORMANCE IMPROVEMENT IN THE CORPORATE OF UK AND INDIA In order to gain success, it is very important to regularly bring improvement is the current working conditions and performance of the workers (Monk and Wagner, 2012). More often, the techniques followed for performance improvement are similar in all the countries. In consideration of companies commencing operations, the performance improvement methods are somewhat same only in UK as well as India. They are as follows:  Celebrating and highlighting success – In both the nations, on achievement of some greater results, companies celebrate the success of project. By this practice, the employees gets motivated and work with even greater efficiency to beat the past performance records (Anderson, 2009). As a result, regular improvements are observed TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

13. that works for the efficiency of firms and such practices and generation of ideas are prepared by HR people only.  Providing recognition – It is another good technique to motivate employees for gaining improvement in their results. By providing recognition, they feel encouraged to work with greater efforts that counts to enhanced results. THIS IS A SAMPLE ASSIGNMENT BUY QUALITY ASSIGNMENT TO SCORE TOP GRADES CONTACT US: TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com  Measuring performance – Without incurring the cost over appraisals and motivational elements, the HR people used to measure performance of employees on the basis of various criteria. As described in the report, the different measuring approaches are applied and after evaluating them, the need for training is generated and given to the requiring employee (Lengnick-Hall and et.al., 2009). It eventually leads to improvement performance in the working of employees under organization.  Reviewing and renewing method – As per these techniques, regular and constant review over employees' performance is done. Observing the need for change, renew of policies are done to get the work done with greater efficiency. It is the best way for performance improvement under firms of both the nations (Khan, 2010). TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

14. THEME 5: WORK CULTURE WHICH IS ENCOURAGED IN BUSINESS ORGANIZATIONS OF CHOSEN NATIONS The working culture plays a very important role in companies whether they belong to India or UK. In different countries, people have different culture which impacts the working culture of corporate as well. Differentiating the working culture of both the nations, there is lot of difference. They can be stated as below:  Timings – In UK, people are more focused over timings of the work. They reach to the office on scheduled time and get rid of their duties also on time. The following practices are taught and developed by HR people as they encourage and appreciate employee's contribution in maintaining norms of the company. But on the other hand in Indian companies, employees are not punctual with their timings (Dezdar and Sulaiman, 2009). They tend to complete working hours. When they arrive late, they get out late during leaving time. Hence, they do not maintain the culture of following norms.  Productivity – The productivity ration in UK is relatively higher than compared to Indian companies. It is because during working hours, UK based company's employees are dedicated towards work. Their HR concerns organize relaxing session according to the work management of the day. Hence, their employees are more efficient and produce higher results (Chen and Huang, 2009). While under Indian companies, role of HR is not appreciated. They do not actively participates in the daily activities with employees. Hence, worker tends to entertain among themselves. It results to greater disturbances during work. It is unethical working culture that results to lower productivity.  Process complexities – Under Indian companies, the processes are created with very complex procedures. To perform a single task, too many authorities are involved with greater number of formalities. These are the HR practices which create strict working environment. Employees have to spend their valuable time in completing those formalities, hence the desired results takes time to get achieved (Collings and Mellahi, 2009). But in UK, the HR personnel takes responsibilities of their employees and tends to TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

15. reduce employees formalities. Hence, the workers are free from all kind of formalities and they can focus on their primary work creating a good professional working culture. THEME 6: HRD RELATED METHODS WHICH ARE ADOPTED FOR INCREASING PRODUCTIVITY IN ORGANIZATIONS OF STATED COUNTRIES For gaining better and improved results, companies should adopt the policy of increasing productivity which could be done only by employees' performance. HRD practices plays crucial role in increasing productivity through their efforts. These vary between different nations according to the HRD practices and working culture (Tsai and Yen, 2008). For UK companies, these methods are expressed as under:  Encouragement and rewards – Companies in UK provides rewards and appraisal to their employees in order to encourage them for performing even better results. It motivate workers to work with more enthusiasm for the sake of getting more recognition. As a result, it eventually leads to increased productivity of the firm.  Team work – Another most efficient method which is practiced by companies for increasing productivity is team work. Under this technique, the HR people build teams of various identical designated employees (Wilkes, Yip and Simmons, 2011). As a result they work with greater efficiency and generate better outputs. While under the Indian companies, HR people follows different practices to increase the productivity. They are as follows:  Building joyous working environment – Under the Indian companies, the HR people tries to built the entertaining working environment so that employees could enjoy their work. When they work with joy, workers could work with greater efficiency and generate better results. As a result, the collective productivity of company also increases.  Following up – The other method to increase productivity of firms is followed up of employers. After assigning tasks, employees are regularly followed up by their superiors (Lena and Tore, 2014). As a result, the chances for committing mistakes reduces and TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

16. work gets done as per the decided time period. When company goes according to the planned schedule, it eventually leads to greater productivity in the collective outcomes. THEME: 7 THE MOTIVATION PRACTICES FOLLOWED IN BUSINESS ORGANIZATION OF SELECTED COUNTRIES In several past studies, authors had given evidence that providing of motivation to the employees helps organizations in achievement of aimed objectives and goals. Authors laid down the facts that motivation bring zeal and enthusiasm in employees for the achievement of organizational goals in the best possible manner (Brown and Harvey, 2011). When business organization gives monetary and non-monetary benefits to the employees then employees feel that management of organization is concerned for them and this makes them utmost satisfied with the organization which make them to retain themselves in the organization for long term. Motivation related practices are followed in business organization but at some extent it varies country to country and organization to organization (Ford, Ford and D'Amelio, 2008). From the secondary information analysis, it was found that the motivation related practices which are followed in United Kingdom and India are different. Past study gave evidences that in India most of the business organization prefers to give non-monetary motivation to the employees for the performance of their work whereas the business organization of United Kingdom prefer to give both monetary and non-monetary motivation to the employees to satisfy their needs and to stimulate them to achieve better results for the organization (Sonenshein, 2010). Critics says, business organization should provide motivation to the employees by firstly determining the employees needs and desires through employee need analysis. Authors said it is not necessary that an employee would be get satisfied if he gets monetary benefits as he or she may be having desire of receiving of non-monetary benefits as motivation to carry out his or her work in the significant manner (Meyer-Waarden and Benavent, 2009). Further, from the secondary information analysis it was identified that the people who are working in the organization located in India are less satisfied whereas the people who are working in United Kingdom are much more satisfied as they receive monetary and non-monetary motivation regularly from the higher TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

17. management (Ulrich, 2013). An employee receives monetary and non-monetary motivation regularly when his or her work regularly recognized and measured by the top management. Further, some studies reveals that the non-motivation which are generally provided in Indian organization are praise, appreciation and new roles and responsibilities while the motivation which are provided in UK business organizations are incentives, perks, fringe benefits, new roles and responsibilities, appreciation letter etc. THIS IS A SAMPLE ASSIGNMENT BUY QUALITY ASSIGNMENT TO SCORE TOP GRADES CONTACT US: TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com THEME: 8 THE HEALTH AND SAFETY PRACTICES WHICH ARE ENCOURAGED IN UK ORGANIZATIONS AND INDIAN BUSINESS ORGANIZATIONS In the contemporary time, people are very inquisitive related to health and safety and because of this reason they firstly inquired about health and safety related aspects before joining a business organization. People or employees wants that the organization should follow good practices related to health and safety so that they would not have to face any health related hazard in the workplace (Motivaction.co.uk, 2015). Government of United Kingdom has formed strict law and regulation related to health and safety at workplace like The Health and Safety at Work Act 1974, The workplace Regulation 1992, The Health and Safety Regulations 1992 etc. TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

18. All business organization which are located in United Kingdom have to abide with these rules and regulation of the government to provide health and safety to the employees at the work place (Human Resource Management, 2010). Apart from this, many UK organization also frames their own policies related to health and safety so that accidents and injuries to employees can be avoided at the work. On the other hand, the organization which are located in India have to abide with the laws like Factory Act 1948 (Applicable to manufacturing organization), Occupational Health and Safety Act which includes laws related to Mines act, 1952, Dock Workers Act 1986, Employee Compensation Act etc. Large business organization of India also makes their organizational policy related to health and safety of employees so that accidents can be eliminated and employees life can be saved (Gannon, Doherty and Roper, 2012). However, from the secondary information analysis, it was identified that the employers of UK organizations are much concerned about health and safety of employees as compared to Indian employers. The one of the strongest reason behind is that the laws and regulation related to health and safety is more stringent as compared to Indian laws. The UK laws defines high penalties as well as imprisonment on employer of the organization if any neglect was seen with respect to health and safety in the workplace (12 Ways To Improve Productivity At The Workplace, 2015). The past studies gave evidence that the organization of United Kingdom gives manual and training related to following of health and safety standards at the workplace to the existing as well as newly joined employees so that unforeseen events like accidents, disease and injuries can be avoided. On the contrast, Indian organization usually gives manual in form of documents to the employees about the health and safety practices which the organization follows in the workplace so that they should carry out their task in the required manner. THEME: 9 THE CRITERIA FOLLOWED FOR EFFECTIVE IMPLEMENTATION OF CHANGE IN BUSINESS ORGANIZATION OF UK AND INDIA Change has become the inevitable aspect in business organization of all the countries due to globalization and fast change in technology. Every business organization has to adopt certain TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

19. change in their organizational activities to sustain and grow in the highly competitive environment (PrelimiHafeez and Aburawi, 2013). A change process is effectively implemented by adopting sound HRD related practices. From the past studies and information it has been learned that organizational people usually resist changes due to fear of losing job or increase in work load. Many of times, resistance of change from organizational people takes form of conflicts, strikes and nonacceptance (What are the main differences between the work culture of Indian IT companies and other country IT companies (US or European or other Asian countries)? - Quora, 2015). However, it is also essential for the organization to implement the change to improve the business activities and to achieve new business goals and objectives. While researching the use or implementation of change process in business organization, it was discovered that organization of both UK and India follows different change management process to take acceptance from organization people and make them adaptable to it (Mitchell, 2006). The business organization located in United Kingdom effectively undertakes change management by providing training and development to the existing employees and hiring new talents in the organization. On the other hand, the organizations which are located in Indian sub continents implements change management by firstly taking suggestion from the employees and making them proper aware about the purpose of implementation of change process in the organization (Lena and Tore, 2014). In the communication about the change process, business organization makes employees aware about the benefits and shortfalls of the decided change so that employees make themselves adapted to it and carry out their task in required manner. Many past studies also gives evidences that many Indian organization also implements change in the organization by recruiting new talent and doing change assessment of existing employees so that change can be executed in the best possible manner. In the change assessment process the factors with which evaluation is done are adaptability, self assurance, reaching agreement, building relationships, influence, perseverance (Wilkes, Yip and Simmons, 2011). TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

20. THEME: 10 THE PRACTICES WHICH ARE FOLLOWED BY INDIAN AND UK COMPANIES FOR THEIR EMPLOYEES CAREER DEVELOPMENT Every individual or person desires for its career development when it joins or works in a business organization. When the individual sees good career development in the organization then its motivation and zeal towards the achievement of organization objectives increases. All business organization makes attempt to provide such platform to the employees through which they able to enhance their career growth and planning (Lena and Tore, 201). The providing of opportunities of career development to employees also helps organization in number of ways. The main benefits which business organization harness from providing of career development opportunities to employees are increase in productivity and employee engagement, retaining of top talents, getting of competent staff with competent skills and establishing of positive brand image in the market through employees word of mouth publicity (Tsai and Yen, 2008). However, from the past studies it has been noted that business organization of different countries follows different practices for career development of employees. The corporate which are located in United Kingdom provides career development to employees through regular training and development, coaching and assigning to new roles and responsibilities (Wilkes, Yip and Simmons, 2011). The UK based organization also provides career development opportunities to the employees by doing their career goal, interest, skills and value assessment which makes employee knowledgeable about in which direction they should take their efforts pr career where they would find substantial benefits and rewards. On the other hand, the career development opportunities which are provided to employees in Indian organization are participation in business decision making process, providing of challenging task and rewards and developing future managers through on -the-job training and off-the-job training (Collings and Mellahi, 2009). Further, business organization which are located in India also provides career development opportunities to people or desired candidates by following external recruitment and selection in which the right person is selected for the right job. TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

21. THEME: 11 THE PROCEDURES AND POLICIES WHICH ARE ADOPTED FOR CONFLICTS AND GRIEVANCE MANAGEMENT There would be hardly any organization where conflicts are grievances would have not been happened as in business entity number of people works among whom some grudges or conflicts of interest or grievances occurs for work related activities (Chen and Huang, 2009). Management of business organization generally knows that as number of people would work on common floor then it is obvious that some conflicts of interest or grievances would happen between them and because of this reason management usually makes organization policy and procedure to solve conflicts and grievances in the best manner. In some business organization, a separate department is established to address the particular type of cases where in some organization managers are hold responsible for effective management of conflicts and grievances which comes under his or her purview (Dezdar and Sulaiman, 2009). THIS IS A SAMPLE ASSIGNMENT BUY QUALITY ASSIGNMENT TO SCORE TOP GRADES CONTACT US: TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com In this regard, the practices of business organization of United Kingdom and India were studied in which many flooring information was identified. From the secondary published information, it was found that the business organization which are located in India mostly rely on Mediation and Equal Voice method for the conflict resolution and management. In mediation method, a mediator is appointed by the management who is usually a third party. A mediator could be the TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

22. external consultant or the company's HR professional who is specialized in resolving conflicts with utmost ease and convenience (Khan, 2010). The mediator hears the view points or voice of both the parties in detailed manner and then gives its final decision after proper evaluation. On the other hand, the business organization of United Kingdom resolves conflicts and grievances by adopting formal complaint process and grievance procedure. In addition to this several business organization of UK also follows the root cause procedure for resolving of conflicts and grievances (Lengnick-Hall and et.al., 2009). In the particular procedure, the assigned professional examined the root cause of the problem in order to draw the solution of the problem in sound manner. Critics says that in the particular method superficial effects are not considered while addressing the problem. Here, a thorough analysis is undertaken by the assigned person so that both the parties satisfied with the solution. In the formal complaint process and grievance procedure, a systematic process are followed to address the issue. In the particular process, the conflict manager handles or sees the grievance or issue (Anderson, 2009). The conflict manager undertakes thorough analysis of the problem or issue and then he gives its final verdict or solution on the grievance. It should be note that the conflict manager undertakes its task with complete confidentiality and without any bias. THEME 12: COMPENSATION AND BENEFITS WHICH ARE PROVIDED BY INDIAN AND UK COMPANIES TO THEIR EMPLOYEES Compensation and benefits are one of the major aspects to be considered by HR people while appointing candidates for concerning jobs. There are different norms and conditions for providing these benefits to the employees. Considering the two stated nations, their regulation of compensation and benefits are completely different. In Indian companies, employees are provided with low compensation and other fringe benefits (Mitchell, 2006). Other than basic salary, wages and remunerations, they are not provided with adequate benefits. The incentive schemes are less in Indian companies as they follow the principle of constant incentive which is predetermined by HR people. While on the other hand, in UK companies, there are many opportunities for employees to get benefits as well as compensation. At the time of joining TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

23. company, they are provided with facilities and amenities according to their designation. Most importantly, their incentive programs are flexible and dynamic. They change with respect to time and condition and HR people plays a crucial role in determining the appropriate appraisals to the employees. They are provided with benefits according to their performances. It creates good chances for getting incentive to every employees and simultaneously they contribute in increasing productivity also (Prelimi Hafeez, K. and Aburawi, I., 2013). THEME 13: ENCOURAGING EMPLOYEE'S PARTICIPATION FOR ACHIEVING ORGANIZATION AS WELL AS PERSONAL GOAL The best method to create professional and good working environment in an organization is integration of employee's individual goal with company's collective objectives. When employees working in the firm gets satisfied in getting their results, then it will eventually lead to attainment of organizational aim as well. Many institutions have their respective approaches wherein some firms prefers to integrate their employees in collective decision making while the other practice autocratic approach and distinguish themselves from employee's own goals. In Indian companies, it is often observed that management separate themselves from employees and work for their own objectives (Gannon, Doherty and Roper, 2012). As a result, they fail to generate desired outputs as employees could not contribute their full efforts. They do not support the encouragement of employee's participation in organizational goal. Discussing the approaches of UK companies, they treat employees as a part of their objectives. The HR peoples along with management support encourage workers to take part in organizational decision making process. As a result, they get the choices of greater number of ideas which are capable to generate better outputs. The employee's personal goal are also given equal importance due to which they feel satisfied and contribute their maximum efforts in achievement of organizational goal. Workers become more dedicated and loyal with the companies and desires to create long term professional relationship with such firms where they are also given importance (Collings and Mellahi, 2009). TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

24. CONCLUSION From the complete thematic analysis which has been done on examining of the HRD related practices followed in the countries United Kingdom and India several findings and conclusions can be drawn. The primary conclusion which can be laid down from the study is that the organization of UK follows systematic recruitment and selection procedure whereas Indian companies practices unsystematic recruitment and selection procedure. The Indian companies mostly rely on internal recruitment whereas UK companies preferred in acquiring fresh talents in the organization to make organization of competent staff and skills. Though Indian companies also undertakes external recruitment and selection process but they follow comparative less from the UK organization. Further, from the study, it was discovered that UK companies generally follows On the Job and Off the Job training in order to increase the competency level of staff whereas Indian companies undertakes Training and development activities on the basis of availability of resources like experience professional, financial resources etc. In the particular section it was also identified that UK companies follows structure and flexible approach for providing of training and development to the employees. On the other hand, organization which are located in India does not follow any standard or structured approach for training and development of employees. Indian companies provides training on the basis of organizational need not on the basis of employees need. Indeed, Indian companies gives facilities to the employees to take coaching from outside to acquire new skills and knowledge. From the given study, flooring information was identified about the manner in which performance of employees are evaluated in UK companies and Indian companies. The organizations which are located in India examines employee performance by using traditional methods like Rating Scale and Checklist method however UK business entities practices Management by Objective and 360 degree feedback method to evaluate the employees' performance. Furthermore, from the study it was determined that UK organization as well as Indian business organization follows same performance improvement methods like reviewing and renewing method and providing of recognition method. The research also revealed that in both the countries i.e UK and India the work culture is different with respect to timing, TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

25. productivity and process complexities. In all the work culture aspects, UK companies are better than Indian companies. The study also gave evidences that UK companies adopts HRD methods like encouragements and rewards and team work for increasing of productivity whereas Indian companies use providing of happy work environment and following up method for increasing of productivity of the organization. THIS IS A SAMPLE ASSIGNMENT BUY QUALITY ASSIGNMENT TO SCORE TOP GRADES CONTACT US: TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com The study gives fact that UK companies gives both monetary and non-monetary motivation to their employees for their work whereas Indian companies usually believes in giving of only non-monetary benefits. Further, in the particular section it was discovered that employees working in Indian organization are less satisfied as compared to the people who are working with UK corporate as they are not geeing much monetary benefits. From the study, the conclusion can also be drawn that the health and safety practices which are followed in UK are much better than Indian companies as there is highly penalty for any neglect in workplace activity. Further, the change management process which are followed in the organization of both the countries are effective. Last but not the least, the HRD related activities like career development activities, conflict and grievance managements and compensation and benefits of organization located in UK are comparatively better than companies located in India. TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

26. REFERENCES Books and Journals Anderson, D. are Anderson, L. A., 2010. Beyond change management: How to achieve breakthrough results through conscious change leadership. John Wiley & Sons. Anderson, V., 2009. Research methods in human resource management. Chartered Institute of Personnel and Development. Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bilton, C., 2007. Management and creativity: From creative industries to creative management. Blackwell Publishing. Brown, D. R. and Harvey, D. F., 2011. An experiential approach to organization development. Prentice Hall. Chen, C. J. and Huang, J. W., 2009. Strategic human resource practices and innovation performance—The mediating role of knowledge management capacity. Journal of Business Research. 62(1). pp.104-114. Collings, D. G. and Mellahi, K., 2009. Strategic talent management: A review and research agenda. Human Resource Management Review. 19(4). pp.304-313. Dezdar, S. and Sulaiman, A., 2009. Successful enterprise resource planning implementation: taxonomy of critical factors. Industrial Management & Data Systems. 109(8). pp. 1037- 1052. Elmuti, D., 2011. PrelimiHafeez, K. and Aburawi, I., 2013. Planning human resource requirements to meet target customer service levels. International Journal of Quality and Service Sciences. 5(2). pp.230-252. Ford, J. D., Ford, L. W. and D'Amelio, A., 2008. Resistance to change: The rest of the story. Academy of management Review.33(2). pp. 362-377. Ganesan, S. and et.al., 2009. Supply chain management and retailer performance: emerging trends, issues, and implications for research and practice. Journal of Retailing.85(1). pp. 84-94. TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

27. Gannon, M. J.,Doherty, L. and Roper, A., 2012. The role of strategic groups in understanding strategic human resource management. Personnel Review. 414. pp. 513-546 Gatewood, R., Feild, H. and Barrick, M., 2010. Human resource selection. Cengage Learning. Khan, M. A., 2010. Effects of human resource management practices on organizational performance–an empirical study of oil and gas industry in Pakistan. European journal of economics, Finance and administrative sciences. 24. pp.157-175. Kotter, J. P., 2008. Force for change: How leadership differs from management. Simon and Schuster. Lena, A. and Tore, L. J., 2014. Health and safety coordinators in building projects. Journal of Built Environment Project and Asset Management. 4(3). pp.251 – 263. Lengnick-Hall and et.al., 2009. Strategic human resource management: The evolution of the field. Human Resource Management Review. 19(2). pp.64-85. Meyer-Waarden, L. and Benavent, C., 2009. Grocery retail loyalty program effects: self- selection or purchase behavior change?. Journal of the Academy of Marketing Science. 37(3). pp. 345-358. Mitchell, W. D., 2006. Strategic roles for model leaders. Journal of Handbook of Business Strategy. 7(1). pp.243 – 247. Monk, E. and Wagner, B., 2012. Concepts in enterprise resource planning. Cengage Learning. Paton, R. A. and McCalman, J., 2008. Change management: A guide to effective implementation. Sage. Provan, K. G. and Kenis, P., 2008. Modes of network governance: Structure, management, and effectiveness. Journal of public administration research and theory.18(2).pp. 229-252. Sonenshein, S., 2010. We're Changing—Or are we? untangling the role of progressive, regressive, and stability narratives during strategic change implementation. Academy of Management Journal.53(3). pp. 477-512. Tsai, F. C. and Yen, F. Y., 2008. A model to explore the mystery between organizations' downsizing strategies and firm performance: Integrating the perspectives of organizational TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA

28. change, strategy and strategic human resource management. Journal of Organizational Change Management. 213. pp. 367-384. Ulrich, D., 2013. Human resource champions: The next agenda for adding value and delivering results. Harvard Business Press. Wilkes, J., Yip, G. and Simmons, K., 2011. Performance leadership: managing for flexibility. Journal of Business Strategy. 32(5). pp.22 – 34. Online 12 Ways To Improve Productivity At The Workplace. 2015. [online] Available at <http://tweakyourbiz.com/growth/2010/10/07/12-ways-to-improve-productivity-at-the- workplace> [Accessed 4 Apr. 2015] Human Resource Management. 2010.Performance Appraisal Methods. [online] Available at <http://www.hrwale.com/performance-management/performance-appraisal-methods/> [Accessed 4 Apr. 2015] Motivaction.co.uk,. 2015. Business Performance Improvement Methods and Plan, UK - MotivAction. [online] <http://www.motivaction.co.uk/motivation_programmes/performance_improvement.html> [Accessed 4 Apr. 2015]. What are the main differences between the work culture of Indian IT companies and other country IT companies (US or European or other Asian countries)? - Quora. 2015. [online] Available at <http://www.quora.com/What-are-the-main-differences-between-the-work- culture-of-Indian-IT-companies-and-other-country-IT-companies-US-or-European-or- other-Asian-countries> [Accessed 4 Apr. 2015] Available at: TOLL-FREE NO: +61 879057034 EMAIL: help@assignmentprime.com WHATSAPP NO: +61 450461655 WEBSITE: www.assignmentprime.com ASSIGNMENT WRITING SERVICE AUSTRALIA