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SLP 4 HR Training, Development, and Career Management - Essay Example

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Although most organizations have goals and objectives that are both monetary and staff-related, few of them get to achieve success, at least according to their vision (Fee, 2011). The problem normally lies in employee motivation whereby monotony within such operations lead to…
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SLP 4 HR Training, Development, and Career Management
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Elements of Training and Development within an SLP Organization Although most organizations have goals and objectives that are both monetary and staff-related, few of them get to achieve success, at least according to their vision (Fee, 2011). The problem normally lies in employee motivation whereby monotony within such operations lead to reduced productivity by the staff (Saks, Haccoun, Belcourt, & Belcourt, 2010). In this regard, the training and development of employees are critical in ensuring the growth of the company and the provision of opportunities to the employees (Dowling, Festing, & Engle, 2008). In addition, training and development can boost the confidence of the employees hence increasing their overall productivity amid challenges. Perhaps the time management is one of the most important topics that every employee ought to be trained on (Kaushik, 2012). Obviously, every training and development program must be in accordance with the organizations policies although the methods used could have some strengths and shortcomings.
Essentially, training and development can take different approaches in various organizations, particularly when it comes to the topic of time management (Saks, Haccoun, Belcourt, & Belcourt, 2010). It means that the method of training used plays an important role in determining the effectiveness of the training program (Dowling, Festing, & Engle, 2008). The best training method for the SLP organization would be conferences and seminars, especially if it is to be conducted on a group of eighteen employees. In this respect, the conferences work best when the number of staff involved is considerably high and the program is general to all (Fee, 2011).
Before any training and development program commences, Human Resource Departments that offer the training, have to consider certain factors. The factors include planning for the training program, identifying the best methods of the training, working on the logistics of the training program, and providing and evaluation framework (Kaushik, 2012). The three concepts will feature in the training namely, training, education, and development with all of them geared towards the growth of the employees and the organization (Fee, 2011).
Since most organizations conduct a performance appraisal regularly, it is important to mention that such organizations realize that poor time management is their worst enemy as far as overall productivity is concerned (Dowling, Festing, & Engle, 2008). Therefore, the employees have to undergo regular and robust training, especially on time management. Unlike other training methods, holding seminars is the best training and development method for a group of eighteen employees (Saks, Haccoun, Belcourt, & Belcourt, 2010). While all this is happening, it should not be lost that the employees have to align their ethics according to the organization culture (Kaushik, 2012).
As far as the strengths and shortcomings of using away seminars as a method of training and developing employees, it is worth noting that seminars are the most common method in most corporates. It essentially entails taking employees in a secluded venue as hotels where the human resource department conducts the training (Kaushik, 2012). According to Fee (2011), the method is especially suitable for employees amounting to eighteen because of the close interaction between the training staff and employees. Additionally, the employees will have ample time to ask questions and receive appropriate responses form the training staff instantly (Saks, Haccoun, Belcourt, & Belcourt, 2010). Perhaps the greatest drawback of using seminars as a method of training employees is its expensive nature and the logistics concerned that require adequate planning time (Dowling, Festing, & Engle, 2008).
When it comes to the evaluation process, the effectiveness will depend on whether the training process met the training needs as detailed in the needs assessment. Kaushik (2012) states that training needs may result from a request from employees, performance appraisal, and change in organization culture or policies. In this regard, positive feedback from the employees and overall improvement in time management by the employees will indicate the effectiveness of the training. Besides, one can evaluate the effectiveness of such training through external and internal audit after the training (Dowling, Festing, & Engle, 2008).
In conclusion, training and development is a critical component of any human resource department, particularly in profit-making organizations. Time management is one of the key topics when it comes to employee training and development because it has a strong connection with the productivity of the organization (Fee, 2011). In this regard, it is worth mentioning that seminars are the commonest and most suitable platforms or methods of conducting employee training. It is so especially when the number of employees is eighteen or above and the topic is critical. Normally, human resource departments carry out employee training and evaluation since employees are a human resource. The success of training is measured through evaluation of whether the training met the training needs (Kaushik, 2012).
Dowling, P., Festing, M., & Engle, A. D. (2008). International Human Resource Management: Managing People in a Multinational Context. London: Thomson Learning.
Fee, K. (2011). 101 Learning and Development Tools: Essential Techniques for Creating, Delivering, and Managing Effective Training. London: Kogan Page.
Kaushik, S. (2012). Training and Development: Emerging Ways towards the Manpower Development. Journal of Strategic Human Resource Management, 1(1), 23-27. Retrieved from
Saks, A. M., Haccoun, R. R., Belcourt, M., & Belcourt, M. (2010). Managing Performance through Training and Development. Toronto: Nelson Education. Read More
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