The abstract is essentially a one-page summary of the entire dissertation incorporating the research problem, key findings and concepts, and main conclusion and recommendations.
Human resource is often one of the major contributors in an organization's costs. Hence, it is imperative that these costs result to the creation of value to the firm at all times. It is therefore necessary that a company's human resources are properly equipped with the skills and knowledge to function as they are supposed to in attaining the organizational goals and objectives. Human resource training and development, therefore, is a continuous process and can be a source of an organization's competitive advantage.
This importance of human resource training and development is the one of the main reasons why the researcher choose the topic. Moreover, as an aspiring human resource manager, the researcher believes that the knowledge to be learned during the research process will be invaluable to her career in human resource management. Furthermore, given the increasing diversity of the workforce, designing an effective but efficient human resource training and development process has become a key success factor.
Interestingly, a human resource manager nowadays has to be adept in changing expectations from one context to another, from one location to another, from one country to another. This is due to the proliferation of multinational corporations and expatriate managers who are tasked to manage human resources from differing cultural background and work behaviors. Moreover, the global manager must also navigate the tricky relationship of culture, work place behavior and compensation preferences between these cultural contexts.
By definition human resource training is a systematic activity in the acquisition of knowledge, skills and competencies needed to perform a job according to standards. On the other hand, human resource development is the process of changing an organization's workforce in order to achieve, maintain and enhance competitive advantage.
According to Church, Margiloff and Corruzzi (1995) "[regardless] of [the] changes in an organization's environment, mission or structure, employee satisfaction and quality of [work life] remain significant concerns for most organizational change and development efforts" (p. 3). This means that these other factors have to be considered no matter what into human resource training and development.
Lastly, the importance of human resource training and development has become undeniable that David Pollitt (2007) observe that employees now do recognize that the learning, training and development strategies of an organization is key to its success (p. 130).
Human resource training and development is a costly activity. Hence, its results as regards the company's bottom line, specifically its productivity, must be worth the expense. Hence,