Functions of Human Resource Department
One of the main functions of Human Resource Department is training and
development beside recruitment, selection and placement. It isn’t
enough to recruit employees into the skills or knowledge they
currently posses, but rather for their ability to learn and adapt
through training as conditions change or business needs.
Employees are very important resources where some organizations assign
huge budget to train them. However, this budget is taken out when
organizations have financial problems. Here comes HR role to lighten
top management that Training and Developing strategy is a vital
investment to show commitment and ensure competency of employees’.
Pfeffer references growing evidence that the loss of skills and
increased use of contract employees have hurt productivity and even
safety in organizations and industry (1998, P172).
In this report we’ll talk about Training and Developing policy in UAE
based company known as Tawteen. We’ll examine the effectiveness of
this policy, describe its operation, show the policy outcomes and
review the employees’ feedback on the policy.
Before we go ahead with our analysis we should look at the policy in
other regions rather than UAE. Also we’ll summarize an overview of our
company and its internal operations to have a complete picture.
Outside UAE:
In USA we have “open career systems where individuals are given
considerable freedom to manage their own careers. In such settings we
find a chance to bid on jobs and training opportunities” (Towers 1996,
p. 31) . However, Japanese companies operating in USA and UK “Job
Training is typically provided internally, though at least in the
early stages of operations there has been a tendency to buy-in
managerial talent” (Towers 1996, p. 55). On the other hand, In
European companies there is an “increase in training at all levels”.
“Training and development is increasingly seen as a critical part of
an organization’s HR strategy” (Towers 1996, p. 83). For example, in
UK it is estimated that business spends 16 billion on training and
developing their employees each year (Rana, 2000a).
In UAE where business is growing very fast and we have huge number of
skilful expatriates’ workers. Excluding enterprise companies, medium
and small size companies don’t have training and development strategy.
As ...
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...ged and developed at work has major effects upon quality, customer
service, organizational flexibility and costs’.
By providing a framework for training and developing employees,
Tawteen as a training and recruitment is contributing in the
Emiratisation strategy by training UAE Nationals and maintaining the
quality of training.
References
Bown B. 2000, Recognizing and Rewarding Employees, McGraw-Hill, New
York.
Harrison R. 1992, Employee Development, IPD, London.
Laila Murad, HR Officer in Tawteen, Dubai, 2005
Marchington M. & Wilkinson A. 2003, 2nd Edition, People Management and
Development. , Chartered Institute of Personal and Development (CIPD
House), London.
Pfeffer J, 1998, The Human Equation: Building Profits by Putting
People First, Harvard Business School, Boston.
Rana E. 2000, ‘IIP revamp aims to cut back on bureaucracy’, People
Management, 13th April 2000, P14.
Saif Sultan, System trainer in Tawteen, Dubai, 2005
Sanders D. 2000, ‘The Pros and Cons of Computer based learning’,
Employee Development Bulletin 123, March 2000, P6-8.
Towers B. 1996, 2nd Edition, The Handbook of Human Resource Management,
Blackwell Business, Oxford.
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