Training in Human Resource Management

Creating a strong and robust training program for the employees is essential to the success of the company. Training must be available for all employees through various delivery methods in order to meet the different learning styles and employee availability. In-person training will be provided with a certified facilitator along with a human resource representative. Materials will be provided in the form of training booklet available in print and electronic format. On-demand videos will be made available through the company portal. All training materials must be a part of new-employee orientation. Print media and on-demand videos must be maintained and updated in order to provide a refresher course to current employees.

There are 4 trainee instructors that I will base my research on, all male and all of similar ages (between 20-25). Please find copy of survey in appendices (appendix 3). All of which received the same survey to gather information about their experiences and thoughts about the training process that has just taken place. One will analyse each question individually and provide a summary of findings.

The Managing Human Resources class has been a great experience for me. My perception of HR has changed since we started the class. In the beginning of class, I thought all HR departments were the same as the only one I’ve ever experienced throughout my career; which happens to be with the Tennessee Wildlife Resources Agency (TWRA). I now understand HR can be much more and TWRA’s HR is not providing many of the services it could be. Unfortunately, TWRA’s HR is only delivering functional expertise, rather than strategic performance. I now understand there is a problem when HR departments are only providing functional expertise (Becker and Huselid 2009).

The purpose of this paper is to examine additional trends that are believed to influence the future of training strategies, from a personal aspect, and base on future social, economic, political, and/or technological factors. Provided, will be the rationale for the belief and evidence supporting the statement of the thought that organizations are starting to move from a training perspective into a performance perspective instead, since training should not be for the sake of training, rather to improve overall job performance.

Data should be used to drive training. Training courses and materials should be in accordance with job requirements and teaching online content. The outcomes of the training should be established based on discussion with departmental supervisors. The materials also need to be current and relevant to industry, job, and interesting. Providing guidance and assistance to solve job-related problems using knowledge and skills through training can help employees become more efficient and make fewer mistakes (Gegenfurtner, Festner, Gallenberger, Lehtinen, & Gruber, 2009). Trainees see the manager and trainer as a role model, coach, and reinforcement (Laker & Powell, 2011). If the manager or trainer is unfamiliar with the content of the training, the trainee will probably find the training ineffective. It is therefore inevitable for the trainer to be knowledgeable with the resources presented in the training to demonstrate technical, interpersonal, and intrapersonal skills to motivate the trainee to continue the learning process.

Human Resource Management, 12e (Dessler) Chapter 1 Introduction to Human Resource Management 1) The basic functions of the management process include all of the following EXCEPT ________. A) planning B) organizing C) outsourcing D) leading E) staffing Answer: C Explanation: The five basic functions of the management process include planning, organizing, staffing, leading, and controlling. Outsourcing jobs may be an aspect of human resources, but it is not one of the primary management functions. Diff: 1 Page Ref: 4 Chapter: 1 Objective: 1 Skill: Concept 2) Which of the following is the person responsible for accomplishing an organization 's goals by planning, organizing, staffing, leading, and controlling personnel? A) manager B)

The latest statistics compiled and released by the Association for Talent Development (ATD) revealed that corporate spending for employee training and development programs has held steady for the past two to three years. The ATD 2014 State of the Industry report found that businesses spent an average of $1,208 per employee on training during 2013, which is an increase of $13, or 1 percent, from 2012. (www.shrm.org)

Some companies have learned the importance of training. For example, MassMEP clients receive a $35 return on every $1 spent on training.

This paper recommends a set of activities which Google Inc. can carry out to resolve its HR issues of low employee motivation and lack of training. The major sections of the paper include training program overview, training need assessment, costs and risks analysis, flow chart and time schedule of activities, and recommendations and their justifications.

“According to Training magazine’s ongoing industry report, U.S. businesses provide each of their employees with about 37 hours of training annually. By contrast, the 100 best U.S. companies to work for, as cited by Fortune magazine, provide their employees with approximately double that amount of training and sometimes even more. New employees hired by the Ritz Carlton hotel chain get over 300 hours of training. ” (Snell, Morris, & Bohlander, 2016, sec. 7.1 para. 2).

However the main cause for concern is whether the billions spent on training is actually coming to good use (Baldwin, Blume, Ford & Huang (2010) - is this training being successfully transferred, and are organisations truly gaining a positive return from training investments? (Dionne, 1996; Ban & Faerman, 1993; Plant & Ryan, 1992 as cited in Alvelos et al 2015). Georgenson (1982) found that only 10% of the $100 billion dollars spent annually by organisations on training actually caused a behavioural change in the work place.

Employee is an important assets in determine the successful and well-being of a company. Stagnant and incompetent employee will cause a company unable to compete with its rival and worst the company might be underperform and suffer great loss. Training plays an important role in enhancing or develops employee skills, ability, knowledge and attitude to increase their performance and competencies. Without training, the performance of employee is poor and organization will affected. According to Ho (2003), he stated that organization often thinks that training is costly to conduct buttraining can be view as an investment to achieve higher productivity in the organization. By conducting a systematic and well-plan training it can develop a satisfaction and meet the needs of employee to perform their job better in future. Besides that, a proper training will give both organization and employee benefits such as better quality work environment, provides a challenge whereby the employee have a chance to learn new things and ensure the goal and objectives more effectively met (Buckley, 1991). There are three practices methods that often being used by the Human Resource to conduct a training program in their organization which are classroom lecture method, coaching and on the job training.

In order to understand the role of the Human Resources department in the management training process, there must first be an understanding of the origin and true intention of the implementation of such department. Many business professionals may be under the impression that Human Resources is a modern institution created around the industrial era made famous by the teaching and research of Dave Ulrich. To a certain extent this would be a correct assumption. There are multiple perceptions of the modern Human Resources institution, some perceive the department to strictly be an enforcer of company policy, others might see Human Resources as a department focused solely on the maximization of human potential within the constrains of the law

• The respondents felt that individuals can be recognize and motivated towards training, if some kind of benefits are given on showing improvements in their jobs after attending the training (transfer of learning on the job).

Training is a great deal more critical today than it was before. The quality and amount of training a man gets I accept is a determinate of how a person succeeds in life and what kind of lifestyle they live before others. I likewise trust that the