All organizations human resource department seem to have to the same concept of hiring. Yet when it comes to employee training and career development it turns out to be a whole different perception. The role of training in an organizations development must be viewed from a different perspective. The first is the internal view which is vital to the efficiency of the businesses training. Second is providing training to its members. Training is important for employers business. Being that it allows the company to give to the development by education strategies and methods. It also helps to improve human relations by matching goals and policies. Training progresses the general image of the business and invests it with a step of professionalism. Third is the role for one to be discharged at the national level influencing national educational skills training policies and schemes. Fourth is raising awareness among employers for the need to surge investment in the development of human capital in an attempt to attain competiveness.
Fifth is training of personnel or human resource managers, although these particular roles are downgraded. The sixth role of training in an organizations development is the provision of consultative services to members of the companies by helping trainers on improving or developing their in-house training, upgrading knowledge, and maintaining a directory of courses/programs. Seventh is a business being able to influence the provision of training. Eight is an employer developing training material that can be used for other initiatives for training. Employee development methods consist of six different techniques. Some of which are on-the-job and some that are off-the-job. First off is job rotation is used in employees’ development as well as training. Job rotation can be either vertical or horizontal (Decenzo, Robbin, and Verhulst, 2002-2013, “Chapter 8, Employee Development).
This particular method helps turn a specialist into a generalist. It allows the employee to not become bored and able to develop new ideas. Second is assistant-to positions this is the person who works under an experienced and successful manager. Sometimes these people have a supportive coach who watches over them. According to Decenzo, Robbins, and Verhulst (2002-2013) the third development method is committee assignment which allows the employee to investigate specific organizational problems (Decenzo, Robbins, and Verhulst, 2002-2013, “Chapter 8, Employee Development”). Now as for off-the job training it consist of lecture courses and seminars, simulations, and adventure or outdoor training. Lecture courses and seminars help individual acquire knowledge and develop their conceptual and analytical abilities (Decenzo, Robbins, and Verhulst, 2002-2013, “Chapter 8 Employee Development).
A lot of businesses offer these through outside vendors, in-house, or both. In some cases employees are offered to take college courses which in turns advance their skills, knowledge, and abilities to improve their value for the future careers. Simulations are the most popular in employee development. This type of development allows for the employee to get some type of feel for whichever position he/she has acquired. It creates an environment similar to the real thing. Lastly, adventure training is my personal favorite although I have not had a chance to experience this it sounds like a very exciting way to train. This method is intended to teach the employee’s the importance of working or coming together as a team. This type of training gives the employer a firsthand look as to how the potential employee will react in difficult situation. Employee development and organizational development seem to have the same concept.
Yet they have key distinctions. Organizational development is the personal efforts of an employee to develop and learn new skill that can be used to earn more income, change careers, or gain promotions. Employee development refers to a company’s effort to develop and train employee for internal benefits. The role of human resource management includes two basic functions which ae overseeing department functions and managing employees. Human resource managers also provide direction and guidance to help develop compensation and benefits plans. They also oversee the training and development of the new employees, by having orientation and different assessment test. As for employee relations it is the human resource department to maintain employer-employee relationships. This ensures that the employees have a safe and worry free working environment.
Also so that the employee feels comfortable talking to their human resource department. Lastly, is the recruitment and selection process is where the human resource department evaluates potential employees to be selected for hire. Employee training and Career development consist of many different aspects. From training to compensation. It all goes back to developing a hard-working team and this comes from the giving the best training possible. When I think of myself and my career I ask myself “Where will I be in the next five years”. I see myself exceling in a position in the human resource department, making decisions that will not only reflect me but my company as well. About a year ago I decided to go back to school for the simple fact that I investigated and learned that my company is all about furthering your education especially if you looking to move up in their company.
The company seems to enforce the need to further your education I have three years of school and hope to be able to accomplish my goals. The company I work for has many resources for those who may need child care assistance, school, or even a divorce. That is why I hope to move up in my company once I have reached the goal I have set for myself. The company tries to provide their employees with whatever they may need assistance with so that they may stay focused. Having happy team members is having a company that runs smoothly.
Silva, S. d. (1997). Developing Training Role for an organization. Retrieved from http://www.ilo.org/public/english/dialogue/actemp/downloads/publications/srsdevel.pdf Decenzo, D. A., Robbins, S.P., & Verhulst, S. L. (2002-2013). Fundamentals of Human Resource Management (11th ed.). Retrieved from https://ecampus.phoenix.ed.