HRM Training and Staff Development

Training for employees on key areas are the foundation for well-prepared workforce and will lead to a stable structured organization. The main objective of this type of training is to help to illustrate the importance of training and why achieving the proposed goals is so important for the success not only of the employee but of the entire company.

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

Training is an important facet of developing and managing human resources at any organization. Training should improve not only organizational efficiency and employee productivity but it must also improve employee skills and make employees feel valued. At Clapton Commercial Construction (“CCC”) Company’s Arizona location, it is important for the company to hire and retain good employees. To that end training and development should be essential and consistently provided to employees at all levels of the organization. Training program should be designed so that it is tailored to the particular function the employees perform in the company, and also so that the company as a whole works as a

“In order to develop required human resource competencies, organizational leaders need to align the selection, training, development, and removal of employees with the behavioral requirements of the desired change” (Spector, 2010, p. 102). Having a focus on training can be an important part of helping employees understand how their competitive environment is changing. Along with the importance of changing their behaviors.

As a part of our study, we tried to understand the training method adopted by various organizations for different classes of employees under different verticals. In essence, unlike the other facets of HR, training and development methodologies do not differ much across verticals in an organization. However, the methodologies vary as per the type of employee who is undergoing the program.

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.

Every organization needs to have well-trained and experienced people for performing the activities that have to be done. As the jobs become more complex, the importance of employee development also increases in a rapidly changing society. Employees’ training is not only an activity that is desirable but also an activity that an organization must commit its resources to if it is maintaining a viable and knowledgeable workforce.

Most organizations do not follow-up on the benefits of training as regards staff performance. As a result of this they don’t take training and development as an important factor in organizational growth and survival. Most manages do not know how to assess the return on investment in training, nor are they equipped with the necessary management tools to monitor the decision making process of such investment. It has been discovered that training and development budget is the first cut when the organization is faced with difficulties because most of them are of the opinion that investment in the area of training and development is not linked to the bottom line of the business. Globalization and rapid technological development has changed the conditions for companies and increased competition in the world markets. The quality of a company’s human resources is the key driver for sustained top-level performance. It has become crucial to continually invest in human resource development in order to guarantee success in the global market. As earlier said, managers engage in minimal training thereby not giving quality training to their employees, this in turn affects the overall outcome of the training and the performance of the staff. Most organizations that have a competitive image see more reasons to train their workers than those who are on the lower rung of the ladder of recognition, but training and development is still needed to create a niche. In the light of the above,

Is it worth it? How much of that do you think gets used on the job?

Employee training and development is the key to the success of an organization. It is the role of the Human Resource department to provide employees with the information and tools needed for training and development, and to ensure the success of organizational development. Training and development of employee is benefits the organization by ensuring the organization able to adapt to every changing economy and industries. To ensure the organization is able to meet these changes, the human resource department designs and develop programs that meet the needs of the organization.

Training has always been an essential part of an organization’s efforts to recruit and effectively employ people on its ongoing processes. Training people to perform organizational task better is one thing and maintaining the organization as an ongoing system is another. Employee training programs in an organization are very important; they provide a focused training to employees who are either one time basis or a recurring basis. Training programs in an organization can either be developed in-house or the organization can opt to attend programs which are more generic such as colleges, universities or attend training centers, (Sims, 2002).

With the downturn of the economy, and the increase of globalization, organizations continuously are restructuring its operations to handle the company’s demands. Modern day organizations strive to stay ahead of the marketplace. As the workforce shifts from hard labor to knowledgeable workers, human resource management need to design and implement a strategic training program that not only teaches operational competency, but excellent job skills in the latest technology, industry and competition. In this case, as the appointed Training Director of Reliance Reliable LLC, I will be reviewing and evaluating the employee’s internal and external training program and giving my recommendation on three methods/models to improve training needs, assessments, and implementation strategies to be used as an inclusion in the new employees’ handbook.

First and foremost, training program left a permanent influence on employee satisfaction. With the rapid development of social economy, people are more and more aware of the importance of human resource organization. Also, the concept of people-oriented has gradually thorough popular feeling in managers’ thinking. Employees are lifeblood of the organization, they will make career with a boom, or make it unsuccessful. The talent competition between different organizations has grown intense. Therefore, attracting talents for company is extremely essential, and the best way to achieve that is to gain their satisfaction. Training program would be a

Corporations with a trained workforce will have the contentious influence over companies who lack the experience, and qualified people and make the better organizational structure(Wilson, 2005). Training of company employees must happen at all levels and should be unexceptionable. It is necessary that trainers be selected to direct employees and work alongside them. By doing so will continue to help polish their experiences and possibilities. Companies will need to earmark funding for the training department. These resources have a

Human Resource Development (HRD) is the driving force behind any prospering business. It is the compass that calculates the direction in which the business will need to take based on the available resources, people, and short and long term goals to achieve its mission. HRD gives the organisation guidance on how to create strategic advantage over competitors in the market through the use of training and development provided to its employees to increase their knowledge, skills, education, and abilities. Managers are the frontline directors of HRD in the day to day operation of the business hence the significance of developing tools that can effectively be relayed to management to then be communicated and actioned to the employees. Google is a multinational, publicly-traded organization built around the company 's hugely popular search engine. The firm applied HRD into their business mix to support their dominance in the technology market. Overview into how HRD can be used by managers to increase individual performance thus leading to organisational performance will be analysed using Google as a case study.