Functions of Human Resource Department
One of the main functions of Human Resource Department is training and
development beside recruitment, selection and placement. It isn’t
enough to recruit employees into the skills or knowledge they
currently posses, but rather for their ability to learn and adapt
through training as conditions change or business needs.
Employees are very important resources where some organizations assign
huge budget to train them. However, this budget is taken out when
organizations have financial problems. Here comes HR role to lighten
top management that Training and Developing strategy is a vital
investment to show commitment and ensure competency of employees’.
Pfeffer references growing evidence that the loss of skills and
increased use of contract employees have hurt productivity and even
safety in organizations and industry (1998, P172).
In this report we’ll talk about Training and Developing policy in UAE
based company known as Tawteen. We’ll examine the effectiveness of
this policy, describe its operation, show the policy outcomes and
review the employees’ feedback on the policy.
Before we go ahead with our analysis we should look at the policy in
other regions rather than UAE. Also we’ll summarize an overview of our
company and its internal operations to have a complete picture.
In USA we have “open career systems where individuals are given
considerable freedom to manage their own careers. In such settings we
find a chance to bid on jobs and training opportunities” (Towers 1996,
p. 31) . However, Japanese companies operating in USA and UK “Job
Training is typically provided internally, though at least in the
early stages of operations there has been a tendency to buy-in
managerial talent” (Towers 1996, p. 55). On the other hand, In
European companies there is an “increase in training at all levels”.
“Training and development is increasingly seen as a critical part of
an organization’s HR strategy” (Towers 1996, p. 83). For example, in
UK it is estimated that business spends 16 billion on training and
developing their employees each year (Rana, 2000a).
In UAE where business is growing very fast and we have huge number of
skilful expatriates’ workers. Excluding enterprise companies, medium
and small size companies don’t have training and development strategy.
As a result substitution of workers isn’t difficult in case they need
more competent people. In addition there in no voice of employees in
the training strategy. May be because we don’t have labour unions that
present this voice as in USA or Europe. Also UAE labour doesn’t have
rules to force organizations to do so. “ The unions and government
were united in seeing the need to promote learning to improve
competitiveness, but also in recognising the role of lifelong learning
as a citizenship issue” (Marchington & Wilkinson 2002, p.365).
Marchington & Wilkinson have an example of Learning...