Human Resource Management on Employee Development

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.

Broadhurst, J. (2012). Employee development is a great business opportunity. Human Resource Management International Digest, 20(6), 27-30. doi:http://dx.doi.org/10.1108/09670731211260861

When the organization invests in training and development to improve the knowledge and skills of its employees, the investment is expected to yield productive and effective employees. The programs could be focused on individual performance or team performance depending on the development need identified by a training needs analysis which helps in the creation and implementation of training and management development programs. In the view of Grobler, Warnich, Carrel, Elbert and Hatfield (2004:345), training needs have to be determined first.

There are many different forms for employee development; traditional training such as in a classroom, self-study courses using computer technology can be either the Internet, are using CD-ROM courses. Also establishing an Individual Development Plan which is having the employee do a self-assessment having them assess personal career

A: Employee development helps to maintain a trained, motivated and committed workforce so that they are able to respond to innovation and change. Employees are able to produce goods and services and some goals may initially cause a decrease in profit and because employee development can be costly. Goals for change and innovation may cause conflict depending on how they approach the goal and implement strategies for productivity that can be approached differently by employees. This can also cause conflict, but the best plan can be determined by trial and error. Symptoms of structural deficiency can appear as a result of too many problems and to many decisions related to those problems, if the hierarchy delegates responsibility to the lower levels it still may be insufficient. Different organizational structures need to use innovation to accompany all aspects of decision making, ranging from what the marketing

Employee development, presents a prime opportunity to expand knowledge of all employees, facilitates cross-training, increases employee engagement, is a retention strategy, and allows to identify those individuals with high potential to support the succession plan. When developing the 1-3-year development plan for my team, I partner with HR to agree on the program, then I start by reviewing their performance reviews, I meet with each team member to learn about their career aspirations, and their areas for development, based on my observation and strategic needs, I will recommend training as well, such as leadership, conflict management, change management etc.; once the final plan is reviewed and approved, is up to the employee and myself to ensure it gets implemented.

In order to provide for ongoing improvements within the context of organizations, employee development is essential. However, generally organizations in the United States are notorious for lagging behind in terms of the recognition of the importance of employee development, particularly in relation to Asian and European organizations (Noe, Wilk, Mullen, & Wanek, 2014). Nevertheless, employee development “is a necessary component of U.S. companies’ efforts to improve quality, meet the challenges of global competition, use new technologies in producing products and services, and capitalize on the strengths of a diverse workforce” (Noe, et al, 2014, p. 153). The following sections outline the American

In today’s competitive business world, it is important to have fully trained and well-versed employees, which can help make or break an organization. By having an employee development plan, or career path if you will, it allows employees to set career goals. This allows companies to ensure employees are fully capable of performing their assigned duties. The following chapter, Chapter 9, discussed methods of employee development. This chapter covered current trends associated with formal education, effective development strategies, as well as how to design a

The use of an intranet in organizations has been proven to enhance communication and access to information, and they are used to achieve organization goals and innovation. Intranets have

Subsequently, this strategy will create an enabling environment that is biased in hiring process like in the case of the Maldives, where foreigners were given job opportunities because they had the right attitude yet, the natives had more outstanding qualifications for some of the jobs but they were denied the opportunities (Boella and Goss-Turner, 2013). Therefore, the organization should reduce the act of employing foreigners in its different branches across the world and focus on the natives of the given states dwelling more on their qualifications rather than their attitudes. This would lead to employees feeling more comfortable in their work environment and having a workforce that understands the culture the business is established in as well as being well skilled and educated in their

This report will try to analyze intranet and its impact on the use of information in organizations, as well as what actions an organization might take to make the most effective use of it.

“The Impact of the Employee Training and Development on the Organization in Order to Achieve Competitive Advantage”.

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.

Face to those options and wide resource, the managers in global enterprises have particular concern about the employees’ ability to disseminate knowledge and innovation throughout their global operations . The use of expatriates has seemed to be a logical choice for staffing, while the use of parent-country nations seems to be most appropriate in some specific situation . Some other global enterprises also prefer integrate the expatriates and local human resource. Nevertheless, each procedure has both advantage and disadvantage.

Manpower Training and Development is a very important aspect of human resources management which must be embarked upon either proactively or reactively to meet any change brought about in the course of time. The rationale behind it is to web the job and the job-holder together to achieve the organizational objectives.