Is Training the Most Important Factor in Human Resource Management? Essay

Is Training the Most Important Factor in Human Resource Management? Essay

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Many people believe that Training & Development is the most important function in effective human resource management. But I do believe that it is not the most important factor as there are many other factors we should consider before we come in to a conclusion that Training & Development is the most important factors. In my report below we will discuss about why some people believe that Training & Development is the most important factor and the other important factors of a effective human resource management.

Human Resource Planning

The first factor we are going to discuss is human resource planning. There are two parts in a good HR planning first strategic HR planning and second Operational HR planning.
==> Strategic HR Planning
Strategic HR planning is important as it links HR management directly to the strategic plan of your organization. Most medium to large sized organizations have a strategic plan that would guide them into successfully meeting their missions. Organizations routinely complete financial plans to ensure that they achieve organizational goals and while the workforce plans are not as common but they are also just as important.
Strategic HR planning is also important from a budgetary point of view as it helps you factor the costs of recruitment, training and etc. Into your organization's operating budget.
==> Operational HR Planning
If your organization has a very strong and good HR management they should be reviewed every two to three years so to assure that they meet the organizations needs and also comply with legislation.
At an operational level, organizations also have to be aware that the interdependencies between operational decisions and HR management practices. Decisions made on one aspect of human r...


... middle of paper ...


...ppraising employee performance. Written performance standards let you compare the employee's performance with mutually understood expectations and minimize ambiguity in providing feedback.
Having performance standards is not a new concept; standards exist whether or not they are discussed or put in writing. Performance standards identify a baseline for measuring performance. From performance standards, managers can provide specific feedback describing the gap between expected and actual performance.
There are many effective ways to monitor performance the most common ones are:
• Direct observation
• Specific work results (tangible evidence can be reviewed without the employee being present)
• Reports and records, such as attendance, safety, financial records, etc.
• Commendations, constructive or critical comments received from others about the employee's work


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