Foundation Degree in Accounting & Finance

Foundation Degree in Accounting & Finance

How training contributes to the achievement of business objectives

In order for the organisation to benefit from successful training,

there must be a planned and systematic approach to effect management

of training. R Harrison (1989:48) defined systematic approach as “…in

order to determine as precisely as possible what are the minimum

resources the organisation should invest for the development of its

workforce, an accurate assessment should be made of known and agreed

training needs at all levels. A training plan can then be formulated

which can guide the organisation in its investment of resources, in

the operation of training and development, and in their evaluation.”

A plan for training and development can guide top management to make

the following decisions:

· Decision about the investment of resources through time.

· Decision about the agreed corporate goals and strategy for employee

development.

· Decision about the key roles necessary to ensure effective

implementation of strategy.

Within the individual manager’s department, there should be the same

agreement on what overall needs exist, however they may be defined and

over whatever time length they are to be met. The manager can then

put forward a reasoned case for the resources to meet those needs.

L Mullins (2002:694) cited that “The purpose of training is to improve

knowledge and skills, and to change attitudes. It is one of the most

important potential motivators. This can lead to many possible

benefits for both individuals and the organisation.” L Mullins (2002)

suggested that training can make an impact on the organisation:

* Increase the confident, motivation and commitment of staff.

* Provide recognition, enhanced responsibility and the possibility

of increased pay and promotion.

* Give a feeling of personal satisfaction and achieve, and broaden

opportunities for career progression.

* Help to improve the availability and quality of staff.

Therefore we can see that training is an essential element of

improving organisational performance. The intention of training is to

generate a greater measure of positive commitment, a reduction of

workplace alienation and enhanced quality of output.

D Torrington et al (2002) suggested that objectives should give

employees a clear idea of p...

... middle of paper ...

...3rd

edition, The Cromwell Press, Wiltshire

Harrison R (1989), Training and Development, 2nd edition, LR Printing

Service Ltd, West Sussex

Mullins L (2002), Management and Organisational Behaviour, 6th

edition, Pearson Education Ltd, Harlow

Torrington D et al (2002), Human Resource Management, 5th edition,

Pearson Education Ltd, Harlow

Bibliography

Beardwell I et al (2004), Human Resource Management – A Contemporary

Approach, 4th edition, Pearson Education Ltd, Harlow

Garratt T (1997), The Effective Delivery of Training Using NLP, Kogan

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Harrison R (1992), Management Studies 2 - Employee Development, 3rd

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Harrison R (1998), People and Organisation - Employee Development, 2nd

edition, The Cromwell Press, Wiltshire

Harrison R (1989), Training and Development, 2nd edition, LR Printing

Service Ltd, West Sussex

Mullins L (2002), Management and Organisational Behaviour, 6th

edition, Pearson Education Ltd, Harlow

Pettinger R (2002), Introduction to Management, 3rd edition, Palgrave,

Hampshire

Torrington D et al (2002), Human Resource Management, 5th edition,

Pearson Education Ltd, Harlow