Training and Development

Training This is divided into several definitions of training. Training is a planned, systematic, planned activity and competencies, knowledge and skills required to perform efficiently and effectively (Gordon, 1992). Development Development is an active and action-oriented activity aimed at creating a new person or entity. It often works in the future for a job or a new role to play (McNamara, 2008). Training and development are often used to close the gap between the present performance and the desired future performance. Training and development falls under Human Resource Development (HRD) function which has been argued to be an important function of Human Resource Management (HRM)  (Weli and Woodall, 2005) . Identify the "needs" for training and development of this work function, we can get the idea to select the appropriate methods and programs for these needs, how to implement them, and evaluate the results of the final results  (McCourt and Derek,...

   HR Training Needs According to  Wognum (2001)  training and development needs can be arranged in three organizational levels. They are: Strategic level  - Requirements Determining the organizational goals, mission, strategy, and issues are addressed by higher management and resolved or stabilized. Tactical level  - Needs to be decided with the needs of the management depending on the development needs of the Coordination and Development Unit. Operational level  - Determines the need to consider employee and subject areas individually with low-level executive management and other employees. Formal and informal HR training and development programs and programs as well as to organize an organization to organize human resource training and development objectives in order to create a workforce for efficiency and competitiveness.  The first problem is identifying the goals of the organization. According to ( Wognum 2001 ;   T...

  Training and development methods The human resource development activities are used to improve employee’s performance on the present job, train new job skills or new position in the future and common growth for both employee and the company with meeting the organization’s objectives  (Nadler, 1984). There are two different methods that organizations may use for training and development. They are,  (Dacauza and Robbins, 1996). 1.        On-the-job training – employees who are doing their daily work at the same working places. Ø    Coaching/Mentoring In coaching, training involves the improvement of performance in a particular skill field (often short term). Targets, or at least the Middle East or sub-goal, are usually prepared by the coach or a proposal. The goal is primarily to learn and the trainer has the basic ownership of the process. In most cases, training includes direct external feedback (i.e. to train the train...

 Effects of Training on performance In order to effectively implement any company, it can provide individuals with ideas, materials, supplies, equipment, products or services, and finally, the person in charge of human resources is provided with the human resources to run the company.   Proper management of working people, Human resource management has become a major activity in many organizations and is a widespread discussion of the nature of contemporary business relationships.   A key component of the coordination and management of human resource management in an organization  (Shen, 2004).  Some studies have proceeded by looking at performance in terms of employee performance in particular Purcell et al. (2003) while others have extended to a general outlook of organizational performance  ( Guest, 1997; Swart et al., 2005).   In one way or another, the performance of employees can be defined as a task of organizational performance.   In r...