In this essay I will be analyzing 3 important roles of Human Resource. I will be taking into consideration Training and Development, Recruiting and Selection and Motivation. Human resource is a department in an organization which makes a huge impact. They are the ones with whom all the employees come in contact first. Human resource management is changing in a dramatic way in the 21st century. The ways in which the processes are being carried out are very different than what it was in the past 15 years. Training and Development Training and Development is one the key attribute that the human resource manager has to have these days. Most of the organizations have a certain number of hours that they need to achieve every year for the employee training. This is required because of the pace at which globalization is taking place and the new changes in technology which happen every day, make the employees deskilled in whatever work they are doing. Training should be given by keeping in mind both the achievable employee goals as well as the organizational mission. Organizations spend a lot of money on these training sessions keeping in mind that it will give them leverage in the world market. There is a difference in training and development. Most people take them as a single role. Training keeps its focus on the current needs of the employees or the …show more content…
Increasingly, local employees also need to adjust to the management requirements and styles of foreign companies. Strangely, this has been a much neglected area of training. However, it requires quite a mastery of local systems, practices and
Training and development has become increasingly essential to the success of modern organisations, yet some still look at training as a problem or as something that is not taken seriously. Training and development is one key approach used by organisations to improve and maintain the capabilities of its workforce. However, many experts distinguish between training and development, being that training tends to be more closely focused and adapted towards short-term performance concerns, while development tends to be adapted more towards expanding an individual’s skills for future responsibilities (Snell and Bohlander 2007). The main reason that organisations train their employees is to bring their knowledge, skills and abilities up to the level required for a suitable performance (Snell and Bohlander 2007). Nevertheless, despite the benefits that these organisations and employees gain from training, some are still not willing to capitalise on it.
The aim of the training is a major aspect in the planning phase and execution phase. To develop the right material or tools, you need a very clear understanding about the skills or information you want the employees to have after completing the training as well. By the way, the extent of the training also affects whether you handle the training internally or send employees to training sessions through another organization or college. Here the typical training types include safety, orientation for new employees, general issues and job-specific
The difference between high performing companies and all other organizations is the degree to which training is integrated into company culture and strategy. Despite less time was given for formal training, the employees were benefiting more. This is due to the environment of continuous learning in which nontraditional training opportunities were offered and encouraged. Another important factor is linking strategy and training. Training is considered an investment for the organization because it is potentially a company’s most critical asset.
Training and Development- Training is a part of enticements given to the workers in order to develop and grow them. Training is given according to the nature of activities. Along with this training too, the workers are advanced by providing them extra benefits of in-depth information of their functional
According to Mathis and Jackson (2003) referred to the definition of training and development. It can be known that these behaviors are designed by the organization. In order to improve the performance of staffs. Training and development contain a large number of educational techniques and programs. “Training can consist of on-job training, off-job training, formal training, skill
Training occurs widely gabs among employees ,it is depend on the education level in each individuals .some individuals see the training programmed is difficult or complex, others see the same programmed is a primitive or boring, that’s making the training program loses important from the beginning .
It helps to improve the availability, quality and skills of staff; it also supports and protects productivity by predicting and preventing skills shortages. (Wilkinson, Redaman, 2013) Training and development helps to cover the gap between desired and actual work performance (Mullins, 2007) and also attract high quality employees who are interested in increasing their levels of competence and enhancing their skills (Armstrong, 2009). Studies have confirmed what most employees and managers already know – an investment in the professional development of employees increases employee satisfaction and retention (Landrum, 2011); they help build loyalty, and loyalty increases productivity (Lipman,
Training and development are important factors to the success of any organization. Each employee is a valuable asset that can either add to the success a company or contribute to its failure. Training supports and makes possible the development of new skills and knowledge. Offering training for employees at various levels within an organization assist employees develop the necessary skills and proficiency to be successful in their careers as well as prepare for new responsibilities.
First , HR management have to know the difference between training and development , it is like It’s the difference between today and tomorrow. It's the distinction amongst drawing in and holding the 'best and the brightest' as opposed to not understanding why that maturing hotshot simply left. When we train, we just guarantee that our people are prepared to carry out today's occupation.
Abdul, R., Ghfoor, Khan, F. A., & Khan, D. A. (n.d.). (2014). Training and Development impact on Organizational Performance: Empirical Evidence from Oil and Gas Sector of Pakistan. IOSR Journal of Business and Management. Retrieved from
Training refers to the teaching and learning activities carried on for the primary purpose of helping members of an organization acquire and apply the knowledge, skills, abilities, and attitudes needed by a particular job and organization. Training is a highly useful tool that can bring an employee into a position where they can do their job correctly, effectively, and thoroughly. Training is the act of increasing the knowledge and skill of an employee for doing a particular job. There are five steps to training. The first step is to identify what is needed for people to do their job in a safe and productive way. New employees may need basic training where more experienced employees only need refresher training. Second, some training is required by law. Reviewing your injuries, near misses or cases of ill health will help you identify problems that could be solved by training. Finally, check with your employees for their views. They usually know what they need to do their jobs better. Step two is identifying goals and objectives. Clearly stated goals and objectives will identify what you expect employees to do, to do better, or to stop doing. They don’t have to be written, but in order for the training to be successful, objectives should be thought out before the training begins. Step three is conducting the training. Training conducted by professionals with knowledge in the given subject area is most successful. The training should allow employees to participate in the training process and to practice their skills or knowledge. Step four is evaluating the effectiveness. Testing and evaluating is vital to measure the success of training. Testing at the end of training helps determine the amount of learning achieved. Providing a student evaluation worksheet following the class will measure the comfort level and understanding of the training they received. It will also tell you if
Training and development is essential to employee’s retention, loyalty and overall satisfaction. When employees feel there is opportunity within a company and diversity leading the way employees pride and productivity is enhanced.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Thus, when the business wants to achieve success, training is to be provided to employees. Training enables the employees acquainted with jobs and also to increase their aptitudes and skills and knowledge. Training helps is to constantly remind the employees the value of the company. Its goal and achievements. By doing so, employees become loyal and will do their best for the benefit of business. Training programs are also essential so that employees can cope with the changing modern world. It makes newly recruited employees fully productive in the minimum of time. The main purpose of the training is to bring about improvement in the performance of the
From the experience I have encountered when reading about training and from my knowledge I can give a brief definition of training; it is a process of assessing the needs through three levels (organization, job, and person) to identify the requirements of a superior performance and the knowledge, skills, and abilities needed by an organisation's workforce to obtain, achieve, and get what is required, and to classify the needed resources to fulfill the organization's mission, and to improve productivity, it's like moving forward for development purpose.