HR: Training and Development - Essay Example

Running Head: HR: TRAINING AND DEVELOPMENT HR: Training and Development of HR: Training and Development Response to Georgec Orr's Message written on 11/28/2005 2:54:08 PMThe foundation of Georgec's comments is that an organization is a system in which all constituents influence the activities and performance of the entire and is inter-reliant with each other constituent. Consequently, the career development activity with its purposes and functions activates within the human resource system. For the reason that coordination has an objective and interacts in its surroundings, a successful career development system must carry out a service that congregate a particular requirement of the human resource and organization systems.

With this quantity of coordination among the arrangements implied, planning must be interactive and continuous with the various system strategies providing long-term direction. Career development is now an acknowledged human resources development approach among training and development administrators, personnel officers, and organizational counselors. It permits and encourages employees to scrutinize potential career paths, and its programs facilitate them examine their aptitudes and interests in order to better match their personal needs for growth and development with the needs of the organization.

(Dessler, 2005) What is more, management, can increase productivity, enhance employee approaches toward work, and enlarge greater worker contentment through effective career development programs. Career development can be defined, as a prearranged, planned attempt comprised of ordered activities or processes that result in a mutual career plotting effort between employees and the organization. Response to Ana Jones' Message Written on 11/28/2005 11:21:04 PMOrganizations have two principal causes for implementing career development programs: to build up and promote employees from within and to lessen turnover.

Career development programs converse strong employer concern, something employers desire in order to uphold a positive recruiting image. In addition, a successful career development program is not viewed as a separate activity or entity but is integrated into the organization. There are six integrative activities that can be adopted by human resource development practitioners: Forecasting potential organizational needs, Utilizing performance appraisals, Job announcements and posting, Career pathing for employees, Training and development, and The development of consistent compensation practices.

It should be pointed out that human resources development practitioners cannot assist employees adequately unless the organization offers the right kinds of challenging career development activities. Top management must also develop an appropriate awareness and appreciation of career development. On the other hand, career development will continue to proceed in a piecemeal fashion. (Dessler, 2005) An effective career development program will focus on long-term results, will account for the diversity of people, and will use methods other than the traditional classroom approach.

Suggested alternatives include experience based training, monitoring activities, self-directed learning projects, and involvement in professional organizations and associations. For best results, the human resources development practitioner will have to identify the needs and career goals of the employees and then plan career development activities accordingly. Following are guidelines for human resource development practitioners to follow to become successful: Start small and design a specific program in response to a particular need.

Integrate the program into ongoing personal activities or programs. Obtain top hierarchy support. Encourage time management and lobby for support. Develop an evaluation process and communicate measured results. Continue to explore alternatives and maintain flexibility. (Gilley, 2000)Response to Shanna Shupp's Message Written on 11/29/2005 12:32:52 PM Employees and organizations alike engage in essential career development activities to enhance the effectiveness of career development. The amount of time spent and the degree of importance placed on these activities together enhance harmony between the employees and the organization.

Organizations are accountable for the management of career development programs and the activities employees participate in. (Gilley, 2000) The integrative approach to career development includes the future forecasting of organization needs using performance appraisals and the development of career pathing for individuals. The type of career development activities organizations choose to offer should be challenging, comprehensive, and flexible. They are an essential component in the human resources development formula and can enhance the total human resources development program.

Organizational activities designed to enhance career development include: The establishment of a job posting system, The development of mentoring activities, The development of career resource centers,The training of managers as career counselors, The planning and implementing of career development workshops, Human resource planning and forecasting, Utilizing performance appraisals, and Developing career pathing programs. (Gilley, 2000)ReferencesDessler, G. (2005). Human Resource Management, (Custom ed.). Upper Saddle River, NJ: Prentice Hall.Gilley W. Jerry, Maycunich Ann, (2000).

Beyond the Learning Organization: Creating a Culture of Continuous Growth and Development through State-Of-The-Art Human Resource Practices, Perseus Publishing.