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Training and Development

Training and Development is the most important part of any organization. It allows employees to advance in their profession through human resource management function. Such people should go for the training and development assignment, which explains the fundamental theories. ‘Learning’ meant a generalized and equivocal name. Our training and development homework help specialists can throw more light on this. Employee development and workplace training are increasingly essential factors in the competitiveness of companies. Quick change particularly in the field of technology demands that workers also update their abilities and continuously grow and learn new abilities. The new psychological contract has created the expectation that workers should invest in their particular job development; workers with this particular attribute will value employment. Some organizations are developing their company brand and reputation as gifted Human resource developers. These companies stress job training and development opportunities as a way of obtaining a competitive advantage in the business. It is necessary to supply training that is successful with training important skills necessary in modern organizations. An effective training program teaches what is HRM made to educate and it teaches behaviors and skills which will help the organization reach its aims. Training programs may prepare workers for future positions in the organizations, enable the company to react to changes according to the human resources, reduce employee turnover, enhance worker safety, improve merchandise design and customer service and fulfill a number of other targets. To reach those targets, HR professionals strategize training through instructional design – a process of methodically developing training to fulfill particular needs.
Many people used to attribute Training & Development before by its conventional names, including Personnel Management or Personnel Administration. However, now the tendency is changing. Human Resource Management is a management function that develops and helps an organization choose, recruit, and train human assets. Human Resource Management is understood to be the team that handles the organization. It consists of principles and the functions that are applied to compensating the workers in organization, training, developing, and retaining. Additionally, it is relevant to non-business organizations, including schooling, health care etc. Human Resource Management is understood to be the group of actions, applications, and functions which are made to optimize worker effectiveness. To bring in more employees, a company should make its employee look attractive in his work performances, in order to do so the company needs to start a chain of training and development researches. This can lead the company to a higher place in market, making it a role model for other companies. The basic means of HRM is to maximize the performance of an employee in his or her field. Trained professionals perform the HR duties, but in larger organizations and companies a functional group is dedicated to perform this job of human resource management.
CONTEMPORARY AND CONVENTIONAL STRATEGY OF HR DEVLOPMENT AND TRAINING
Conventional Approach – The majority of the organizations never used to believe in training. They were holding the standard perspective that supervisors are born and not made. There were also some perspectives that training is not worth the effort and is an extremely expensive thing to do. Organizations used to consider executive crimping as an effective tool to control HR. However, the scenario appears to be changing. The modern strategy of development and training is the fact that organizations have recognized the value of. Training is currently considered as more of retention tool than a price. The training system in the organizations was altered to make a workforce that was more intelligent and give the very best results. Development and worker training could have great affect on the market share of a company. This reveals how they differ from smaller to bigger companies, and to give factual reports of worker training and development.
During and after World War II, in-service training by companies became a common practice. The quick changeover in business from peace to war led to training schemes for girls recently brought into business for semi-skilled workers, and for workers transferred to new occupations. Moreover, the high-speed current progress of technological change made training a requirement in just about all walks of life.

Development and the training using a nominee typically begin with orientation. The approach focuses on functional activities such as HR planning, job analysis, recruitment, maintaining relations between employee and the company, performance appraisals. It also focuses on establishing policies, procedures to drive the employees’ performance to achieve organizational goals. The employees adhering to the crafted documents can do this. Recruitment follows laid down norms such as undertaking the job analysis first, advertise the job vacancy, collect resumes, conducting written tests and other methods. As well as it creates a rank list based on the selection process. Such clear rules extend the complete range of human resource activities. It remains standardized and considers the fulfillment of corporate goals however it remains resilient to incorporate trends.

The focus on functional activity leads to the development of an institutionalized workforce management. Monitoring the workforce is also essential in order to make sure that rules are being followed. The HR tradition aims at motivating the workforce through simple method such as pay, rewards, simplification of job and the like to drive performance. This leads to job satisfaction and improved performances and does not support modern motivation such as challenging work and application of creativity. The major role of HR tradition is to reconcile the relation between the management and the workforce; it takes a resource-centered perspective which drives the organization. It also ensures that the organization has suitable resources for its needs. Human resource tradition persuades both the parties to negotiate over their needs, goals and decisions.

HRM remains a staff function. Within companies, HR positions generally fall into one of two categories: generalist and specialist. Generalists support employees directly with their questions, within the organization. They may handle all procedures of human resources work and possess vast knowledge. The responsibilities of human resources generalists can vary widely, depending on their employer’s needs. Within human resource consulting individuals work as advisers to the company. Some individuals are PhD in HR who teach HR principles in colleges and universities. Many universities offer programs of study related to HR and other fields related to it. Programs are offered in different levels such as graduation, under graduation and college level. Many business schools offer courses of HR in their management department. The main purpose of HRM is to deal with the issues related to people working in a company. The issues can be related to employee motivation, communication and administration. HRM has strategic approaches to manage the culture and environment of an organization. It allows the employees to contribute effectively to the company direction and objectives. The training and development has two fundamental aims, which are:

  1. Aligning the skills of the candidates.
  2. Developing candidates for enhanced future role.

Through training, the company aims to enable the workforce to acquire the right skills and attributes, which are related to their respective fields. The performance managerial department helps individuals to apply their efforts to the right direction. There are some factors that contribute to the growing importance of HRM, such as:

  1. Accommodation to employee’s needs

The HR department makes policies that are designed to reduce the friction between organizational demands and family responsibilities.

  1. Increase in complexity of the manager’s job

The executives require the help of human resource department in the matters of recruitment and discipline.

  1. Cost of human resources

The largest single expense in most companies is the labor cost, which is considered as the most essential expense rather than discrimination.

Orientation is the method that assures the new employee and the employer are acquainted; in this step, other aspects are also considered to be explained, such as working hours and company’s rules and regulation. The training and development session is the most important part for the newcomers, as this helps them understand the fundamentals of their jobs which is very necessary, without the know-how of their work they cannot perform a single task. HR personnel provide method for determining that how much employees should be paid for performing certain jobs. These professionals are responsible of performance appraisal, which is an important part of HRM. Another part of their job is career planning that helps a great deal in increasing the performance of the employees, as it includes assessing an employee’s potentials for growth and further enhancement in the company. HR professionals are required to have complete knowledge of the organization; the first function of HR is to educate the employees about the field of their work, the rules, code of conduct, diversification programs and the organizational goals. HR supervisor are responsible for developing linkage between the company and its workforce, however research is not the responsibility of the HR. The organization should be able to make its own researches and observations for future purpose. Another department should be setup in order to perform these functions that are helpful for the overall company.

Training and Development Essays and Assignments Objectives:

After studying about training and development, you should be able to:

  1. EXPLAIN how training and development differ.
  2. JUSTIFY employee and organizational motives for training and development.
  3. DISCUSS the reasons for including needs analysis in the design of training and development programs.
  4. EXPLAIN the impact of trends in global business and workforce diversity on training and development.
  5. MATCH different approaches to training with key learning principles.
  6. EVALUATE the effectiveness of training and development programs.

Placing employees in jobs does not ensure their success. ew employees are often uncertain about their roles and responsibilities. As Figure 10-1 shows, job demands and employees’ capabilities must be balanced through orientation and training programs: Both are needed. Once employees have been trained and have mastered their jobs, they may need further development to prepare for their future responsibilities. And with ongoing trends toward greater workforce  diversity, flatter organizations, and increased global competition, training and development efforts enable employees to assume expanded duties and greater responsibilities.

(‘ Although training helps employees do their current jobs, the benefits of training may extend throughout a person’s career and help develop that person for future responsibilities. Development, by contrast, helps the individual handle future responsibilities, with little concern for current job duties. Since the distinction between training (now) and develop men) is often blurred and is primarily one of intent, both are discussed tog er throughout the chapter, with significant differences noted.

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Posted on September 8, 2014 in Training and Development

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