A. The Human Resources Framework The human resources framework is one of the four framework approaches identified by Bolman & Deal; this frame regards people’s skills, attitudes, energy, and commitment. The human resource frame defends the ideas that organizations can be stimulating, rewarding, and productive (Bolman, & Deal, 1991). The human resources framework focuses on leadership styles of support, advocate and empowerment, and provides efficient and transformative change for your organization by addressing human issues, leading to greater accomplishment of goals and better individual, team, and organizational performance. The leaders increase participation, support, share information, and transfer decision making down to employees in the
Training can be described as “the acquisition of skills, concepts or attitudes that result in improved performance within the job environment”. Training analysis looks at each aspect of an operational domain so that the initial skills, concepts and attitudes of the human elements of a system can be effectively identified and appropriate training can be specified. Training analysis as a process often covers: Review of current training Task analysis (of new or modified system) Identification of training gap Statement of training requirement Assessment of training options Cost benefit analysis of training options Training Analysis is most often used as part of the system development process. Due to the close tie between the design
Successful organizations have the same thing in common; they provide opportunities for leadership skill development. Human Resource plays an important role in developing leaders within the organization, and the department should be dedicated to provide support to individuals and departments, with learning opportunities, to cultivate their talent and leadership skills, so they can better serve the organization. Human Resources has a supportive role to help cultivate and develop talent with learning opportunities that focus on the enhancement of existing skills and acquisition of new skills, including the individuals leadership potential. Also, helping staff members adjust to their new set of responsibilities is a priority for the human resource
For instance, employees who receive additional education and training in order to improve their repertoire of skills, which can then be contributed to the organization, are strong human assets. Such assets greatly enhance the potential for the organization to function on a proficient level and to advance economically. Human capital development, then, is the progress of employees’ skills and assets that can be contributed to the organization. In order to better develop an organization’s human capital or, in other words, the value of the employees an organization has, it is important for organizations to offer training, specializations, and advancement opportunities to employees. The more valuable the body of employees within an organization, the more profitable an organization can hope to be.
Researchers, Latham and Pinder (2005) state that values are an integral part of a person’s life as they serve as guiding principles, which direct and sustain our behavior (p. 491). Their work is based on Maslow’s hierarchal needs theory (p. 487), which connects values to motivation. In the sense that to fulfill our internal needs and step up the pyramid, one must be self-motivated, and that incentive comes from the values we have at our core being. Accordingly, as an individual actualizes himself or herself they will be able to successfully build relationships, like the relationships that are needed to be successful in the workplace. These relationships are strong and helpful when people share the same values.
A leader needs to show strategic thinking skills and a willingness to implement new practices in achieving success, (Lawler, 2003). Organizations want leaders that can energize employees through motivation and team building skills, (Lawler, 2003). An effective leader will be ethical in behavior, building trust within the team by making the right decisions based on sound
Training in an Organization’s Development Training is an integral part of any organization’s development and is an ongoing process. Training programs will vary according to the position held within a company. “Training is a learning experience that seeks a relatively permanent change in individuals that will improve their ability to perform on the job” (DeCenzo & Robbins, 2007, p. 223, para. 1). Good organizations can be linked with the training and development of good employees.
Performance Improvement Programs are programs designed to improve performance of employees in the areas of attendance, participation, productivity, product or service quality, teamwork, etc. Performance improvement highlights processes and systems that need to be improved. Then, there is a follow-up with an action plan to improve the outcomes. Three critical elements of performance improvement programs are time spent on improvement, improvement skills and mechanisms, and improvement perspective and goals. The two main ways to focus on an improvement process is result focused and process focused.
By helping individuals to develop themselves, they will be more inclined and better able to contribute to helping the organization meet its objectives. It is important to stress that the process of linking performance and training and development the process of appraisal and other forms of evaluation should be closely linked to training and development. If the organizations to achieve its objectives, it is essential to train and develop its people so they are best able to support the organization in working towards objectives. At the same time the individual needs to have the opportunity to be able to communicate employees’ own personal development needs to the organization through appraisal or personal development planning schemes. The Financial and non-financial can be no doubt that financial reward is perhaps the most significant factor in pe...
Main goal of Talent Management is to harness and develop unique talent of employees to meet the organizational goals. It also reflects the ability of companies to source, select, develop, promote employees. Talent Management helps to discover various critical issues and change these issues to benefit the organization to improve upon