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Employee Training and Career Development

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“HRM is concerned with the people dimensions in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives. This is true, regardless of the type of the organization – government, business, education, health, recreational, or social action. ” (http://www. scribd. om/doc/21222868/HR-Training-and-Development) Human Resource Management (HRM) is a division in practically every organization, however over the years the role of HRM has experienced significant changes.

In the past some have said that HRM is defined as “Administrative activities associated with human resources planning, recruitment, selection, orientation, appraisal, motivation, benefits”. HRM aims at developing people through work. Due to the numerous legal changes and advancements in technology the HRM responsibilities have changed drastically and are essential to maintaining a successful organization.

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The HRM today is responsible for all aspects of employee development from recruitment to training and beyond in addition to impacting the organizations strategic plan.

Legal changes and technology have created more responsibilities for HRM. Legalities organizations are required to follow witness constant changes, which require HRM to be both educated and up to date with the laws that effect their organization. The slightest of mistakes could result in fines, and lawsuits. In this paper there will a brief descriptions of responsibilities along with tactics used to form a better and more efficient HR department.

Training Development in an Organization Organizational objectives like viability, stability and growth can also be achieved through training. Training development in an organization is crucial point. Developing a team of employees’ to help produce the image and values of the organization is a must. In order to keep up with the competition and be successful all employees’ should be up to date with information and skills needed. Training is acquisition of knowledge, skills and competencies resulting into teaching employees’. Development teaches how to become more productive at work.

Training provides skill and development expands it. When an organization sets aside a budget for training the employee they also strengthen the employees’ skills which allows them to grow in the company. This growth is not only professional but personal making the employee very successful. When training managers and executives the company is enhancing the skills and knowledge that the employee already processes. Training is a short-term educational process and utilizing a systematic and organized procedure which employees learn technical knowledge and skills for a definite purpose.

Training is for job effect and performance. Employee Development Methods/Benefits Employee development is essential for the organization for the development process develops the company as a whole. When an organization develops employees’ they are taking the existing skills and resources together to generate a better performance for all. The development program gives employees the opportunity to discover a more strategic way of working where as they may have not stumbled upon before. When employees’ skills are strengthening the team becomes stronger, making the organization team more successful.

Development is creating a learning aspect which depends on a personal drive and ambition. Development is an overall personal aspect that benefits one’s whole life. The individual takes responsibility for implementing the plan but receive support from the organization and their managers. This provides a self-organized learning framework for the organization progress in the competitive environment by giving them that edge on recruiting processes. Analyzed Relationships of Employee/Organizational Development The relationship between organization and employee development have the results of the same.

While developing the organization with comprises of long range efforts to adapt change with problem solving and renewal ideas. Collaboration of management and culture in the organization helps to develop the potential individual members to achieve corporate productivity. These individuals focus on the organizational desires and goals. Without those individuals we have no organization and no development is needed. The relationship of the two goes hand in hand, to develop an organization you have to first develop the employee.

HR uses the HRM/OD will assist the organization in identifying the strengths and weaknesses of areas in management issues and collaborates with management in addressing problem opportunities. HR’s Role in Career Development HR manages the process of career planning with key factors that are provided by the organizations assessments of requirements, potential and performance of succession plans. These programs will translate into a career and management development, including career counseling, training, and mentoring. Career planning is not only for individuals but also for the organization for they are based on the organization’s needs.

Therefor career plans must be recognized through the individuals. Individuals respond positively when an organization recognizes their abilities and needs. The employee is motivated, seek new directions, and grow with the right encouragement and guidance. HR uses career planning techniques from information of succession plans, potential and performance assessments that improve motivation, performance and commitment. The procedures are concern with areas of personal development planning, training, management development, and career counseling.

The career planning may cater to the rising individual with accelerating promotions and giving them opportunities to display their talents. Personal Reflection The various duties of a Human Resources Managers consist of areas in law requirements, development of issues training, development of organizations and individuals involved. The aspects of methods used for analyzing the right recruits for the organization and finalizing the steps taken before hiring the individual like the evaluations, applications, word of mouth recruiting tactics, background checks, and assessment testing would make a person run from the opportunity.

Therefore only makes a real challenge for myself. After reviewing what it takes to accomplish a goal of Human Resource Manager only makes it more interesting to pursue. To help the organization and also assist and help develop individuals is a great accomplishment for my goals. Organization, knowledge and techniques implemented in the Human Resources department will make a career that I will enjoy exploring. With the question at hand, where do you see yourself in five years? My reply is assistant HRM with hopes to be a HRM within five years.

References:

1.By Sean Russell, eHow Contributor Retrived from: Advantages & Disadvantages of Job Evaluations | eHow.com http://www.ehow.com/list_7238243_advantages-disadvantages-job-evaluations.html#ixzz2BZAlwQKz 2.DeCenzo, D.A., & Robbins, S.P. (2007). Fundamentals of Human Resource Management (9th ed.). 3.Kokemuller, N. (n.d.). What is organizational diversity in the workplace? eHow.com. Retrieved from, http://www.ehow.com/info_12076820_organizational-diversity-workplace.html 4.Retrieved from, http://www.simplehrguide.com/hr-role-in-career-training.html

Cite this Employee Training and Career Development

Employee Training and Career Development. (2017, Jan 23). Retrieved from https://graduateway.com/employee-training-and-career-development/

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