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TRAINING AND DEVELOPMENT Your name …………………. College/ …………. Introduction Business contexts of technology, lifestyles and workplace environment have experienced tremendous changes in recent years and as a result Human Resource Management has accustomed with such changes to evolve major developments by implementing various strategies that help organizations face challenges…
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Download file to see previous pages This piece of research paper addresses human resource development in relation to the human resource perspectives and theories and analyzes how this is different in two major companies with different environment and core technologies. This paper identifies Hewlett Packard and Nestle as the two major companies with quite different environments and attempts to find how these two companies modeled and structured its human resource development practices and strategies. Human Resource Development According to Blanchard and Thacker (2007, p. 29), Human Resource Development plays vital role in improving the effectiveness of an organization by providing employees with knowledge, skills and abilities (KSA) that in turn can enhance their current as well as future job performance. Human resource development is thus a broad term that includes training, development and coaching to the employees of an organization in order them to learn, grow and adjust with various workplace related issues. As mentioned earlier, due to a number of ever-changing business contexts like technology, workplace changes etc, workers are to cope with all such changes and related issues. This is one of the main reasons why people in an organization need training and development. Training, development and any other program that is essentially a part of Human Resource Development help people in the organization become high performing workers, highly productive and thus to help the organization become highly profitable as well as highly competitive in the market as well. Blanchard and Thacker (2007, p. 29) explained what happen if knowledge, skills and abilities are not considered as important and employees are trained or developed to improve these areas. If new KSAs are not seen relevant, they won’t get converted to employees’ jobs and this will cause nothing more than wastage of the available resources. Effective training and developmental programs can meet needs of both employees and organization. Werner and DeSimone (2008, p. 4) defined Human Resource Development as “a set of systematic and planned activities designed by an organization to provide its members with the opportunities to learn necessary skills to meet current and future job demands”. Gaining new knowledge, learning new methods of performing the jobs, understanding easier ways to do the current or future jobs, developing these knowledge and skills to perform them are at the core of human resource development. Workplace learning and performance has recently become an extremely important human resource concern. As human resource management focuses on workplace learning and its integral part, namely knowledge management, the Human Resource Development program aims to develop the knowledge, skills, expertise, abilities, productivity and satisfaction of the people in the organization. Human Resource Development has recently evolved to be a management strategy that, with the title HRM, makes individuals sound almost like the nuts and bolts of an organization that can be interchanged and dispensed with at will (Wilson, 2005, p. ...Download file to see next pagesRead More
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