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Human Resource Strategies Essay

2850 words - 12 pages

Human resources are the people that work for an organisation, and Human Resource Management is concerned with how these people are managed. However, the term Human Resource Management has come to mean more because people are different from the other resources that work for an organisation. People have thoughts and feelings, aspirations and needs. The term HRM has thus come to refer to an approach, which takes into account both:1. The needs of the organisation2. The needs of its people.Different individuals have different needs and aspirations. HRM therefore involves finding out about the needs and aspirations of individual employees, for example through the appraisal process and then ...view middle of the document...

An organization's investment in the learning of its people acts as a powerful signal of its intentions. Replacement of words training cost with investment should allow everyone involved in development to take a longer term view, particularly with respect to the outcome of development. Where the continuation of viewing training as a short term cost.Important decision that organization must make is the extent to which training and development programs should be conducted in organization. The organization assumes the responsibility for training and developing its employees, making use of its own training staff or managers, who are familiar in the organization, its jobs and employees. There are several advantages to in organization training and development. First one advantage is that the organization can be assures that content of its training and development efforts are precisely to fit the organization's needs. Definition there will be a close working relationship between operating managers and the training and development personnel various training and development programs are planned for existing employees. Another advantage is flexibility, particularly regarding scheduling because training and development programs can be taught at times are most convenient for the employees.Training and development managers and specialists conduct and supervise training and development programs for employees. Increasingly, management recognizes that training offers a way of developing skills, enhancing productivity and quality of work, and building worker loyalty to the firm. Training is widely accepted as a method of improving employee morale, but this is only one of the reasons for its growing importance. Other factors include the complexity of the work environment, the rapid pace of organizational and technological change, and the growing number of jobs in fields that constantly generate new knowledge. In addition, advances in learning theory have provided insights into how adults learn, and how training can be organized most effectivelyTraining specialists plan, organize, and direct a wide range of training activities. Trainer's respond to corporate and worker service requests. They consult with onsite supervisors regarding available performance improvement services and conduct orientation sessions and arrange on-the-job training for new employees. They help rank-and-file workers maintain and improve their job skills, and possibly prepare for jobs requiring greater skill. They help supervisors improve their interpersonal skills in order to deal effectively with employees. They may set up individualized training plans to strengthen an employee's existing skills or teach new ones. Training specialists in some companies set up leadership or executive development programs among employees in lower level positions. These programs are designed to develop potential executives to replace those leaving the organization. Trainers also lead programs to assist...

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