Training and Development: Human Resource Management (Research Paper Sample)
The paper is intended to allow students to demonstrate their understanding of the breadth of the strategic Human Resources Management process, while focusing on current Human Resources.
The paper should include the following areas:
- Overview of the topic/issue selected
o Discuss the background of the topic/issue (historical review)
- How does the issue impact Human Resource Management today (what’s the significance / relevance to the practice of HRM)
- Discuss the impact to corporate policies, corporate structure, management, employees and the
- What are the future implications for supervisors, managers, human resources professionals,
organizational culture, employees and the general business environment
- Recommendation (what changes need to be made to change/improve the current issue/topic)
- Conclusion – Summary of the issues presented
- References (in-text and end of paper)
- Appendices (optional: include graphs, charts, to demonstrate the process flow, theoretical model, etc.) If an Appendix is used in the paper, you must explain the use of each in the body of the paper.
Caution: Refrain from using the words/phrases we, they, our, I, in my opinion, etc. in the written
documents. This is a professional / analytical document and does not contain any “personal” reflections.
Training and Development
The main purpose of human resource management is for the effective use of human resources in training and development. All players in a dynamic corporate world are aware of the significance of employee training and development, in order to achieve success and growth in organizations. Human resource management aims at achieving and implementing strategic management to subsequently improve human capabilities. Strategic human resource management concentrates on the improvement and development of core competitiveness and competence, and the integration between human resource strategies and organization`s strategies in achieving growth and profit. Strategic human resource management covers organizations related to business needs, culture, performance, structure, management, and employee development. Technical and traditional human resource management covers organizations role, recruitment, measurement, selection, planning, training and development.
Training is vital in achieving organizational goals and it also increases the efficiency and effectiveness of employees. In addition, it adds value to the performance, productivity and competitive edge of the organization. The performance of an employee is dependent on many factors, but training is most critical since it enhances capabilities, competencies and skills of the employee (Niazi, 2011). For an organization to perform, the employee has to perform, and for the employee to perform, training and development are the key factors. Training impacts the return on investment. Development is a volunteer attitude for an employee to grow over a period of time. Development is also a systematically and technically organized way of acquiring objectives. It is a system that is intentional, comes from the employee, and it is a long run in time period (Javed, 2014). Nowadays, most organizations spend on employee training and development so that they can cultivate on the effectiveness and efficiency in the employees behaviour, skills, knowledge, and personalities that contribute directly to the organization goals.
Employees are an expensive and crucial resource to every organization, regardless of their age and size. The value recognition of an employee has been evolving for years and training is seen is to be vital for the fostering of employee`s skills, attitudes and knowledge. Training`s role improves employee performance, increases organization productivity and gives the organization a competitive edge over other key industry players. This paper will look at training and development as a strategic human resource management, through reviewing its background and identifying the impacts, relevance and significance it has on today`s human resource management. Furthermore, this paper will discuss the future implication of training and development to supervisors, managers, human resource professionals, organization culture, employees and the general business environment. Finally, the paper will provide recommendations on the improvements or changes to be made on training and development.
Lao-Tzu, the 5th C Chinese philosopher once stated that if one tells, one listens, if one shows, one will see, but if one experiences, one will learn. Training and development has evolved since early stages of human civilization, and it has been refined gradually to the process that exists currently. Apprenticeship was among the first training practices that were widely used in the Middle Ages. Most children at that time would be sent to live with masters that had the art of craftsmanship, so that they can share knowledge and learn skills that are needed to succeed in that line of work (Apprenticeship, 2010). During the industrial revolution, intensive trai...
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