Essay about Human Resource Management

Essay about Human Resource Management

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Training and development is said to be beneficial for both firms and employees. Why then are some organisations and individuals reluctant to invest in training?

This essay attempts to understand the benefits of training for firms and employees and why some organisations and individuals are unwilling to invest in training. Training and development will be defined and four types of training will be identified. Also, advantages of training for firms and employees will be discussed, plus what may cause the reluctance of both individuals and organisations to training.
There are multiple definitions for training and development depicted in several literatures, which define both factors as singular entities which operate independently. There is therefore a distinction made between training and development which is outlined in further detail below.
Grugulis (2007:8) suggests, the time in which training and development can take place is multifarious; it may also involve the introduction of a worker to an organisation, it’s health and safety practices; a break for workers in an organisation that are excluded from the more flexible or perhaps dull tasks.
Training is often considered as an increase in the effectiveness of employees in their position at a specific period in time while development occurs to improve the skills of employees over a long period of time; it is an ongoing practice that is enhanced by one-off events like training which is compatible with the organisation’s future strategy (McDowall & Saunders, 2010).
According to the Chartered Institute of Personal Development (CIPD, 2010) training is defined as ‘an instructor-led and content-based intervention, leading to desired changes in behaviour’ and development is ‘a ...


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...ent over time that will enhance employees’ skills and performance, also for the organisation, it will raise their reputation and reduce employee turnover (Grugulis, 2007).
Overall, training and development is important for both firms and their employees; training is beneficial and thus outweighs both parties reluctance to it. Employees, whose skills are under-utilised and undervalued, must give notification to their employers about the issue at an appraisal session. Before getting involved in training, I suggest employers identify whether it is a necessity and perceive it only as a solution to their problems. They should not withdraw from training as the consequence of this are difficult to measure, instead, employers should view training as an investment and use performance appraisal to measure the results of training as well as monitor employees progress.



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