Opportunities Provided For HRD at EY-Free-Samples for Students

Question: Choose one of the organisations listed below. Students are required to report on the following: Provide an outline of the HRD opportunities provided in the organisation to current or potential workers. Answer: Introduction Human resource management plays a pivotal role in the success of any organization. The career growth of employees is bestowed upon the human resource management of the organization. Ernst and Young is a global accounting audit firm that is also listed as one of the Big four organizations of the world. As a firm, it provides various opportunities to its current and potential employees for growth within and outside the firm. Opportunities provided for HRD at EY EY is a leading organization in the financial industry that provides advisory and consultation services to customers regarding their investments. The human resource department of the organization is crucial for the growth of its employees. Within the firm, EY has enlisted various policies for the development of its employees. Lateral transfers are conducted for job enlargement of employees and vertical promotions are offered so that exceptional employees can take increased responsibilities. It is also the responsibility of the HR to create an environment of learning within the business (Armstrong Taylor, 2014). Internal competition also helps in motivating employees for improved performance. Social welfare programs are also held across different departments in order to engage employees. Internal trainings are also conducted in the organization in order enhance employee learning and deepen their knowledge as individuals. The HR department at EY also takes responsibility of counselling their employees regarding their career options. These employees are then presented with opportunities which are best suited for their growth within the business. Informal learning at EY Informal learning at EY has been identified as an important tool for an employees growth as well as motivation. Informal learning is a form of self-directed learning that is not formally designed or implemented compulsorily in the business (Rooney Boud, 2018). However, organizations put consistent efforts in enabling their employees to learn through various informal sources in their tenure. EY Australia allows a diversified workforce where people from across the globe work under a single roof. Diversity in workforce creates an opportunity for learning within the organization and allows employees to enhance their understanding of different cultures and working styles. EY library in Australia provides its employees with an access to a sundry variety of books. This enhances opportunities for employee learning. The work culture at EY allows free mobility of employees across departments. These lateral shifts in the business provide an opportunity to employees so that they can gain a deeper insight about how different departments of EY function. Besides full time employees of the organization, student interns who are recruited are given the liberty to interact with anyone in the business and work on any project that best suits their career goals. A 360 degree feedback mechanism in also introduced at EY. This 360 degree feedback allows every employee of the business to gain a transparent feedback from their seniors, peers as well as juniors (Mahajan, 2017). New employees are given an opportunity for work shadowing wherein they quietly spend time with people who is doing a particular job in order to learn the work. All the employees have mentors who they can approach in case of any queries, issues or advice. Different programs have also been launched like Aspire Program and EY Vantage program. These programs are aimed at informally enhancing employee learning through activities, mentoring and on the job trainings (EY, 2018). The accelerated leadership program of EY allows exceptional employees to gain access to various forms of formal and informal learning in order to enable them to take up key responsibilities within the organization (EY, 2008). Ernst and Young believes that one of the key roles of an HR executive in an organization is to formalize the informal learning process within the firm (EY, 2013). Informal training is crucial for learning of an employee as this form of learning helps in differentiating employees from each other and allows employees to gain a competitive edge over others. This in turn enhances their chances of growth within the firm as well as outside. EY also ensures that appropriate training and guidance is provided to every employee as deemed necessary by the employee. Senior members at EY ensure that they assist towards informal learning of their juniors by actively involving them in projects, meetings and seeking their opinions. This form of learning allows employees to gain a firsthand experience about the job and also enhances their chances of growth (Garrick, 2012). Knowledge gained through informal learning lasts longer and has a deeper impact on the employee (Baert, 2018). However, it is important to note that informal learning alone cannot guide employees of an organization towards their future. Rather, it is vital for formal as well as informal learning to go hand in hand and enable the learning and growth of employees in the business References Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Baert, H., 2018. Informal learning at work: What do we know more and understand better?. InInformal Learning at Work (pp. 153-187). Routledge. United Kingdom. EY, 2008. Ernst and Young HR leading practice. Available at https://www.sqc.org.sa/sqcdocs/ErnstYoungLeadingHRpractices.pdf. Accessed on 10 April, 2018. EY, 2013. Role of HR in driving sustainable business practices. Available at https://www.ey.com/Publication/vwLUAssets/EY-role-of-hr-in-driving-sustainable-business-practices/$FILE/EY-Role-of-HR-in-driving-sustainable-business-practices.pdf. Accessed on 10 April, 2018. EY, 2018. Learning and Development. Available at https://fscareers.ey.com/students/learning-and-development/. Accessed on 10 April, 2018. Garrick, J., 2012.Informal learning in the workplace: Unmasking human resource development. Routledge. United Kingdom. Mahajan, R., 2017. Importance of Informal Learning over Formal Learning in 21st Century.International Journal,5(2), pp.152-154. Rooney, D. and Boud, D., 2018. The potential and paradox of informal learning. InInformal Learning at Work(pp. 150-168). Routledge