Human resource is an important element of every business with employees, and is a job that requires ongoing training, commitment and integrity. Most organizations have a centralized training area which is the Human Resource Department (HRD). The role of the Human Resource Department is to improve the organization’s effectiveness by providing employees with the knowledge, skill, and abilities that will improve their current or future job performance. An effective training process is aimed at achieving the organization’s productivity goals. According to Blanchard and Thacker (1999), there are five important steps in the process of training in organization which are analyzing the training needs, designing the training program, developing the training program, implementing the training program and evaluating the training program (refer to Figure 1 in Appendix 1).
The first step in training process in organization is to analyze the training needs. Training needs analysis is a systematic method to determine what is needed to be done in order to improve employees’ performances in a particular job to the expected level. These training needs depend on the environment, the performance of the organization, and how many people need to be trained immediately or in the future. Blanchard and Thacker had stated that sometimes, the employees do not meet their job performance requirements. For one thing, the environment can affect the way the organization managers design job, supervise the employees, and make decisions (Schneider, 1976). This is to ensure customers’ requirements are fulfilled and to achieve the accommodation goal of the organization.
Nonetheless, the Human Resource Department is then identifies what the employee needs. This step...
... middle of paper ...
...nchard, P. N., Thacker, J. W. (1999). Effective training: Systems, strategies, and practices. New Jersey. Prentice-Hall, Inc.
Cronbach., L., Snow., R. E. (1977). Aptitudes and instructional methods. New York. Irvington.
Goldstein, I. L. (1993). Training in organizations. CA. Brooks/Cole Publishing Company.
Mager, R. F. (1975). Preparing Instructional Objectives. Belmont, CA. Pitman Learning.
Schneider, B. (1976). Staffing Organizations. Santa Monica, CA. Goodyear.
Thomas, S. D. (2007). Teachers and the gender gaps in student achievement. The journals of human resources, 12(3), 528-554.
Ulrich, D., Brockbank, W., Yeung, A. K., Lake, D. G. (1995). Human resource competencies: An empirical assessment. Human resource management, 34(4), 473-495.
Wexley, K. N., Latham, G. P. (2002). Developing and training human resources in organizations. New Jersey. Pearson Inc
The training program should be designed which covers all of its employees and they need to identify which part of its organization is bad need of training and they need to start designing its training program from that part. This training program should need support from superiors, trainers and trainees.
Human Resource embraces the spirit of mission of teaching, research and training (NJIT Website). Human Resource core purpose is to facilitate the transformation of work life at any organization to a standard that surpasses the organizational planning objective (NJIT Website). Human Resource Departments has several goals to include attracting, developing and retaining a premier and diverse workforce; anticipating trends and consequently providing strategic solutions; fostering creativity, innovation, and learning as a whole to foster and facilitate change; ensure compliance with all federal, state and local regulations, as well as overseas labor laws where applicable; and to promote fair and equitable treatment for everyone in the workplace (NJIT Website). In this paper we will discuss three scenarios that require assistance from the Human Resource Department (NJIT Website).
Managers need to inform employees about important dates, new products, and new opportunities to build a positive work environment that involves every member of the staff. Employee satisfaction is a critical segment of a strong work environment. Developing well-trained employees increases morale, job satisfaction, effectiveness, and innovation. When interacting with customers, a well-train employee will act under company policy and enhance the company’s image. Spending the time and money to ensure the staff is trained properly will give us a competitive advantage over our rivals.
To be effective, a training program needs a specific purpose with appropriate training methods. Understanding the factors that influence training programs enables you to develop or change your current employee education to make it fit the needs of your business and your employees.
The training and development of employees in William Hill is imperative for the performance or the company as they are in a competitive market. William Hill has to inform workers to be aware of surroundings in the area that they work. Training and Development Training Training is essential for both employees and employer if they want to be effective within the organisation and also for a company like William Hill to stay competitive within their market. The reason why training is important to employees is to enable them to achieve their maximum potential in their current position, it is needed also to develop them to create further opportunities within the organisation because employees are likely to be better educated and become multi-skilled. Training should be ongoing within William Hill in developing the employee’s skills within the business.
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
Collect data and develop learning plans and evaluate to ensure the training is effective Performance and Reward – Build a high-performance, ambitious culture by delivering cost effective reward programs. Identify and analyse the organisational needs to enable a strategy to be developed. Implement the reward programs and analyse for effectiveness. Employee Engagement – ensure emotional connection between all the staff is positive and understood and aligned with the organisation. This helps employees to be happier at work and in return more productive.
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)
Organizations’ other resources can be hired, retained and discarded at any time but human resources needs special treatment. It needs to be carefully hired, deserve an extra effort to retain it and requires training & development to upgrade and improve its capabilities. Other resources depreciate with the passage of time but when the human resource gains more and more experience, it becomes more beneficial for the organizations. These characteristics have brought human resources to be the central element for the success of an organization. (Mohammed, Bhatti, Jariko, and Zehri, 2013, pg. 129, para. 2)
Preparing objectives were resolved in light of very much characterized training need assessment (TNA) methods as imagined in the general key arrangement of the bank. The reason for preparing is to keep workers abilities and capacities up-to-date which goes about as a motivational instrument and builds their assurance. The present examination framework depends on worker execution and commitment towards accomplishing the Banks aims and
The HR manager can use the five step analyze, design, develop, implement and evaluate (ADDIE) training process to introduce a program that will be effective. There will be strategic training needs analysis to train employees to fit future jobs. Current needs analyses train current and new employees. Task analysis identifies specific skills training needed. The HR manager after the analysis the designs the training program with its objectives, delivery method and program evaluation. Then the manager will implement the training with on the job training where the person learns while doing the job and , apprenticeship training where the employee becomes skilled while having formal and on the job training. There can be formal lectures, programmed learning, audiovisual training and use of electronic media training
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
Aims of Training and Development Training can be teaching employees new skills that are relevant to their current job position or refreshing the skills that they already possess. To have a good training and development programme enables firms to develop individual employees and the organisation itself as training is one of the best forms of motivation. Employees are able to broaden their knowledge and become more valued within the firm. Having a well-trained workforce is greatly beneficial for a company as employees are likely to be more motivated and target driven. Also various jobs and tasks are likely to be carried out more efficiently if the workforce is highly skilled at what they do.
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
Human resource management and the organizations in which it takes place are facing challenges from a changing environment. Hiring the proper people with the appropriate skills is an essential part of maintaining the workplace. Economic issues which include downsizing, organizational culture, productivity, ethics, demographics, and diversity plays a significant role when redesigning a company 's Human Resource Department. Success in the field of Human Resource requires an update of knowledge continually. Training, certifications, hands-on experience, and tactic knowledge helps to perform a difficult redesigning task with speed and sensitivity. Human Resource actions are comprised of but not limited to equal employment, staffing, compensation, benefits, labor relations, and safety. Ethical issues are