Case Study Of New Sainsbury's Human Resource Strategy

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

Knowledgeable and well trained employees are needed in every organization. It is important employees are able to perform all the tasks needed in order to reach the organizations needs and achieve the set goals. As times change, employees may stay behind in skills or may even lack training when it comes to new systems, technology or other procedures that the company may need in order to better performance. That is when the importance of training is more evident. An organization has a large responsibility for their success which is why training, development, and career development is

The concept of training and development is the general idea of training and development and employee performance. In the dynamic environment that is the world of business, to never become obsolete the company has to first recognize that its greatest resource is its human capital and the

In simple term, strategic human resource management is concern with the ways in people is crucial to company effectiveness. According to Miller (1987) strategic

Training and development are important because without it the organization will not move forward due to the employees not moving forward. The training starts as soon as the individual is being interviewed. There are questions, answers maybe a personality test to confirm that the individual has the right vision and ethical background as the organization. If the individual does not match then the organization may not hire that person.

Training and development is one of the many essential functions of human resource management; it is deemed as the planning learned experience by which employees are taught various aspects of a given job and most importantly how to perform a job and or a future tasks. The basis for training and development implementation is to mold an efficient employee who performs tasks effectively resulting in optimum productivity, which aids in an organization’s overall aspirations. Job training has been around for centuries and has been utilized to teach individuals task specific to a given job or industry; it differs from education which affords individuals general information regarding traditional topics such as science, math, history, reading, and writing. Over those centuries, a few training methods have been explored such as on the job training, classroom training, vestibule training, systematic training, and the most currently used computer training. Within each of these, training methods can be found imperative information to assist an organization successfully meeting objectives.

There are many keys elements with training and development that will improve performance. Training is very important, it provides the opportunity for employees to expand their knowledge. When a new employee is hired they will required to participate in orientation program, which gives employees the job satisfaction and gives them the commitment of being with that organization at the beginning.

Training and development is one of the fields in human resource management. It is concerned with the activity of the organization that is aimed towards bettering the performance of the individual members of the organization as well as groups and teams in the organization. It also has other names such as learning and development and human resource development. It encompasses three main activities. These are training, development and education. Training is the activity which involves focusing on and evaluating the job that is held by the individual. Development refers to the activities which focus on the activities taken by the organization which employs the staff to better the working environment. These activities are next to impossible to evaluate. Education refers to focusing on the jobs that individuals hold in future and it is evaluated against these jobs. When an organization undertakes these training and development activities, they led to increased productivity of the members of staff ADDIN EN.CITE Harrison20051005(Harrison, 2005)100510056Harrison, R.Learning and development2005LondonChartered Institute of Personnel and Development9781843980506http://books.google.co.ke/books?id=vMFcnZiT63cC( HYPERLINK l "_ENREF_3" o "Harrison, 2005 #1005" Harrison, 2005).

Schuler (1997) summarises Strategic Human Resource Management as expressing how people are to be treated and valued in the workforce as well human resource management's responsibility for articulating the processes which encourage behaviour which is consistent with the organisation's business. In this context strategic human resource management also includes the development of guidelines for the implementation of people-related programs and, the more complex area of co-ordinating and facilitating change.

Training and Development are basically two inter-related terms. Training is the process of teaching or educating the new or recent employees the basic skills that they need to execute for their jobs. Whereas development can be described as advanced training at management level in order to ensure managerial development such as managerial performance by imparting knowledge, shifting approaches or swelling expertise.

Training has been defined as ‘a planned effort by a company to facilitate employees’ learning of job-related competencies. These competencies may include knowledge, skills, or behaviours that are critical for successful job performance.’ While Development refers to any form of formal education, job experiences, relationships and assessments of personality and abilities that can aid in the performance of an employee in current or future jobs. (Noe 2007)

Establishing a training course encourage employees to be more accountable and motivated in the organization and evidently helps businesses to remain successful among its competitors. Employee development creates a self-purpose in employees and closes the gaps in knowledge to bring about a positive change in the work environment. Organizations that invest in training give their employees a better sense of loyalty to the company to work harder for the success of the organization. Additionally, due to the investment of training and employee development, employees feel empowered to go even further to get the job

Strategic human resource management as described by Nel et al. (2011:562) is “long-term, top-level management decisions and actions regarding employment relationships that are usually made and performed with the overall general strategic management of

Training and development provide employees the skills and knowledge to keep up with the company’s changes and growth. It can also help to develop and improve the corporate culture, its efficiency and its effectiveness; and helps in creating the learning culture within the company.

Within this essay an in depth analysis will be conducted on the difference between Human Resource Management and Strategic Human Resource Management using contemporary perspectives. Human Resource Management (HRM) is the process of managing human resources in a systematic way. It is a practice devised to maximise the performance of employees and is concerned with the application of management principles to manage organisational personnel while paying attention to the policies and systems of the entity (Delaney & Huselid, 1996). Strategic Human Resource Management (SHRM) is a function of management which entails development of policies, programmes and practices related to human resources, which are aligned with business strategy so as to achieve the strategic objectives of the organisation (Patrick M. Wright, 1992). Its primary purpose is to improve the performance of the business and maintain a culture that encourages innovation and works continuously to gain competitive advantage. In this essay the Resource-Based View, High Performance Management and High Commitment Management perspectives of Strategic Human Resource Management and Traditional and Collaborative