Training in Overall Organizational and HRM Strategy

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Training in Overall Organizational and HRM Strategy

‘Training is the planned provision to modify attitude, knowledge or

skill behaviour through learning experience to achieve effective

performance in an activity or range of activities. Its purpose, in the

work situation, is to develop the abilities of the individual and to

satisfy the current and future needs of the organisation.’ (Manpower

Services Commission, 1981). According to D. King (1964) there are

many reasons why an employer should provide training including

shortage of labour, high turnover, expanding production, automation,

redundancy, improvement of quality, reduction of scrap,

diversification of products and raising the calibre of the staff.

Although this is quite a dated theory, most of the reasons mentioned

are still relevant these days. All the benefits of training are

related to cost as the impact of training has to be cost effective.

In the first section of this essay, I am going to give an introduction

to Human Resource management otherwise known as HRM. In the next

section, I would like to discuss some of the benefits of training and

ultimately provide a reason why it is essential to build training into

an organisation. In section three I will introduce the idea of a

learning organisation and will continue to summarise its

characteristics. In the penultimate section of my essay I will show

how to identify if an organisation is using training and development

techniques before the final section in which I will conclude my main

points.

Human resource management (HRM), formally known as personnel, has the

responsibility of using and developing the employees at...

... middle of paper ...

...e most jobs are becoming

more complex and an increasing shortage of qualified employees.

Therefore training is emerging as the most important natural resource

to most organisations.

Bibliography

Buchanan, D. and Huczynski (2001) Organizational behaviour

4th Ed. Harlow: Pearson Educational.

Warren, M.W, (1979) Training for Results.

2nd Ed. Canada: Addison-Wesley

Bolton, T. (1997) Human Resource Management

Oxford: Blackwell

Nadler, L and Nadler, (1989) Developing human resources

3rd Ed. London: Jossey-Bass

Line, D., Marcouse, I., Martin, B. (2000) A-Z Business Studies

3rd Ed. London: Hodder and Stoughton Educational

Worthington, I., Britton, C., (2000). The Business Environment.

3rd Ed. London: Financial Times/ Prentice Hall

Online resources

www.peoplemanagement.co.uk

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