Human Resource Training Strategies Influence The Development Of New Technologies Essay

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

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

This chapter introduces the literature works relating to training and development and how it has an impact on employee’s performance. It gives detailed explanation and clear idea on previous works by researchers in organizational politics to help in understanding the background information on which this research is based on. The chapter describes the concepts of training and development and the effects on employee performance and the gap in literature.

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.

Training and Development are of the most important aspects of the organizations as they represent the strategy organizations adopt to build a pool of skilled and highly qualified employees. This research paper tries to elaborate the effect of training and development on employee’s performance and accordingly on organization’s performance. Another objective of this paper is to stress on the importance given by the Egyptian Organizations to training and development as well as their opinions of training and development’s effect on their employees. The backbone of this study are the literature review that highlights the role of effective training and development in improving the employees performance, as well as a questionnaire

R. Hill and J. Stewart (2000) utilized a number of case studies in order to clarify the Human Resource practices of SMEs operating in the US. They found that a variety of companies in different industries have the tendency of short term and impulsive Human Resource Development. Training in such firms was informal, imprudent and had the objective of solving the workplace problems immediately, instead of the long-term employee development. They also found that these firms have a propensity to justify the active promotion of a developmental strategy in the absence of training. Nevertheless, the philosophy of owners and managers towards the business and their perception about the

Mr. Rosner’s article is written for training experts and human resource (HR) professionals in mind as a guidance that can be used for designing employee training programs. HR professionals can answer these questions to develop useful guidelines for developing an effective training program or whether training is actually needed in the first place.

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.

A small business can improve its capacity to successfully implement and HR program by ensuring it has a structured strategic business plan, clear and transparent communication among employees and managers, and strong performance and appraisal management system in place to help build on talent and align the company culture with its strategic business plan. Research shows that organizations that provide a workplace culture with the psychological conditions of meaningfulness (job enrichment, work-role fit), safety (supportive manager and co-workers) and availability (resources available) are more likely to have engaged employees.

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,

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.

Employee training programs are important in a business' success. Without an effective training program implemented the business could suffer from confused employees, ill direction and incompetence. The new employee can only excel further when taken through a properly planned training program.

This capstone project literature review will consist of historic and present studies of employee training. This capstone project is compiled of literal evidence on employee training from primary and secondary literal findings. According to Gills and Johnston, (1997) as cited by Saunders et al., (2007) the fact that, knowledge does not exist in vacuum has made the researcher visit as much literature on sited research problem. The secondary research is collected from peer reviewed articles; published books, library, online databases, and validated websites. There are several theories that the capstone will help future research by in-depth analysis of study outcome. The capstone focuses on past research work to gain better understanding of the framework for organizational training. The following Literature Review publications two of three are areas of strength as it relates to the

Training and enlargement is crucial portion of the main human resources enlargement it is the assuming ever main role in wake of the progression of technology which has caused in ever enlarge the rivalry, increase in the customer’s hope of quality and the service and a consequent need to the minimum prices.