In hiring employees into an organization, the human resource department sets out a number of recruitment criteria. The employees hired in an organization are therefore determined to be the best for performing the specific roles. One key recruitment criteria of recruitment demanded by every human resource manager is relative knowledge relevant to the operations of the department. This is normally sought in the form of a college or university degree. However, after recruitment into the organization employees require effective orientation that is later followed by the requirement of on job training and the provision for continuous development.
On job training and opportunities for development once in the company take the form periodic seminars and provision for study leaves. Such programs serve a number of functions in the realization of the organization’s objectives. Such programs motivate employees a factor that if implemented effectively results in highly motivated employees who in turn are very productive. Such opportunities make employees feel valued and acknowledged by their employer, they thus revamp their morale by increasing their out put level.
Additionally, such programs retain employee relevance while at the organization. Knowledge changes and so are the means of production. To increase productivity, an organization needs to change its means of production and these may at times a change of the entire technology. A change in technology and means of production requires effective understanding of its operation. This therefore makes on job training and continuous development through studies more important. Some managers may prefer hiring newer employees with every new technology. While this may sound more effective, the cost of implementing such a policy may overwhelm the organization. Furthermore, it demoralizes employees thereby decreasing productivity.
Commercial organizations exist in societies; this