Human Resource is major challenge for the corporate and multi-national companies. The employee motivational level has surged, and many factors inclusive of financial and non-financial perks are the opportunities expected by the employees. The expectations of the employees are on rise, so are the challenges for the human resource officers and employers…
The concept of Training Need Analysis has been applied successfully in several corporate companies to depict the learning curve of the employee, and estimate their potential towards the company. This analysis incorporates the skill specific to the requirement of the company only. Prior to recruitment, the hiring is based upon the credibility, achievements and merit of the employee irrespective of its relevance to the actual nature of the job. It is after the recruitment when the employees are evaluated against the requirement of the system, and rather their training plan is developed to improve their understanding and knowledge relevant to the actual need of the employer. The question can be raised that what is the point in the recruitment of the individuals who actually have no relevant knowledge and experience; the answer is that the academic institutions have failed to discuss the actual corporate related issues and in some cases the core industrial and corporate related practices are ignored, therefore the training of the job-seekers continue even after the recruitment. ...
The employees are considered as most important asset by the companies, and the Training Need Analysis is the approach through which companies can inspect and verify the potential of their resources.
Discussion - My Opinion
The Training Need Analysis concept is an audit program through which employer cannot just evaluate but calculate the technical and managerial skills of the employee. I consider this analysis to be quantitative analysis through which the influence and contribution of the employee can be well monitored. The grey areas relevant to the skills of the employee are identified through this approach, and the shortcomings are treated accordingly. The focus of this analysis is limited to the professional skills of the employees. I understand that Training Need Analysis can bridge the gulf between the employer and employee; the expectations of the employer are listed in the skill analysis module. The employees are then regularly monitored against this module, and each skill of the employee is evaluated on scale. I have reviewed the Training Need Analysis module of several corporate organizations, and after reviewing these modules I have been able to comprehend that the evaluation of skills is broad terminology which includes managerial skills, technical skills, professional skills and personal skills. These skills are further classified into units, and the respective skills of the employees are evaluated against random scale. This analysis module also includes the accomplishment of the employees, and the training sessions attended by the employees. This training module also comes with separate section in which ...
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It is not about the money and it is not about the how many R&D dollars you are spending but is about the people you have, how they are led and how much you are able to get out of them” (Cardy & Leonard, 2011, p. 22-23). Due to the increasing competitive pressures in the business world, businesses now understand the value and importance of their human assets or resources because when other resources that appear on the balance sheet of the company, make things “possible”, human resource of any organisation make things “happen” (Torrington, et al., 2007, pp.
This can be attributed to the realization of the contribution of human resource to the success of firms in different industries. Human Resource management can be defined as the various practices and strategies employed in the management of the workforce of an organization (Higgins & McAllaster, 2004).
1995). The GE Medical CGR, Paris story is a model case study, in that it shows that even 'good managers' can create unsuccessful results in the context of globalization. The case reveals how unexamined practices within something as taken for granted as specialist knowledge in accounting or engineering, can lead to extraordinary tensions between existing employees, and new management oversight (Harris 2007).
Within the mainstream HRM literature, there is a long tradition of research arguing that in order to make an optimal contribution to firm performance, HRM policies and practices should be integrated both with firm strategy, so-called vertical strategic integration and with each other, so-called horizontal integration3.
For instance, without a plan, a shortage in labour may instigate desperate measures to hire only good candidates and not the best. This will have cost and productivity implications not only in terms on money but also reputation, motivation etc. By implementing such plan, an organisation can enhance its success and reduce various administrative costs by a third.
Workers who claim that they've been discriminated against are winning many of their cases, and the financial awards they are getting are making employers gasp. In November 2000, Coca-Cola agreed to pay $192 million to settle charges of racial discrimination brought by a group of African American workers, and one is seeing multimillion-dollar verdicts even in cases involving a single employee.
The main UK national training programs include Modern Apprenticeships, Investors in People, Employer Training Pilots, Leadership and Management programs, Sector Skills Councils (Skillsmart )and Adult Learning Grants. Each of these programs is aimed to encourage greater participation in learning in training and increase employees' commitment to work.
This method reaches well beyond the past failed experiment of simply enforcing increasingly stricter laws intended to punish offenders by focusing on the individual user’s needs. The change in tactic by the
People should understand what change is and the manifestations to deal with it. This essay seeks to examine the implications for organizational change and attributed implementation.
Strategic management is a decision that is
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