In today’s competitive business environment, organizations must strive to retain the best personnel their industries have to offer if they are to remain in business(Bates, 2014). To this end, an organization must always be on the lookout for new talent and harness it as soon…
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This paper reviews an article titled Consider Outsourced Training that was published on Workforce, an online HR magazine, on December 23, 2014. The analysis is based on Part II of Strategic Human Resources Planning, 5th Canadian Edition titled HR Planning.
1. Analyze the organization and the industry within which it operates: The author of the article argues that different companies operating in different industries have different training needs. For instance, there are firms operating in highly dynamic industries such as electronic manufacturing. For such firms, it is paramount that employees stay abreast as far as industry innovations are concerned. Otherwise, they risk getting stuck in outdated technologies that would ultimately lead to the firm losing their competitive edge.
2. Identify a specialized training firm that meets the needs of the organization:Whereas there will be several potential service providers, the organization must do due diligence to ensure that they settle on a service that possesses the needed competencies.
3. Consider the mode of training:besides conventional classroom-based training, today increasingly more and more training programs are delivered online. The mode of training an employer settles on should be informed factors such as the nature of the work of the employees.
4. Sign a well-thought contract:A carefully thought and drafted agreement safeguards the interests of the parties involved. In addition, the agreement will minimize the possibility of conflicts by specifying the rights and obligations of each partner.
5. Consider the advantages of outsourced training besides saving money: Besides helping the organization save money, outsourced training helps the organization to free up some time. That time can be invested in the core activities of the organization.
The authors of the textbook concur that while training is not a core activity of the organization, it is important to the organization and staff for several
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