Contact Us
Sign In / Sign Up for FREE
Go to advanced search...
Nobody downloaded yet

Training and Development from a Human Resource Management Perspective - Thesis Example

Comments (0) Cite this document
As part of discussing the author's personal experience during an internship, four major sections are presented in "Training and Development from a Human Resource Management Perspective" paper. The first section discusses the personal experience of working as an internship trainee.  …
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER96.6% of users find it useful
Training and Development from a Human Resource Management Perspective
Read TextPreview

Extract of sample "Training and Development from a Human Resource Management Perspective"

Download file to see previous pages The last section will discuss my personal recommendation with regard to specific changes in the use of HR theories and work-related practices. My overall experience during the internship training period was fun and challenging.

During the first week of the training period, I managed to develop useful research survey questionnaires and research aids which enabled me to gather information needed for the development of a training plan for the fitness instructors.

Designing an effective training instruction plan that will address the main concerns of the students is the most challenging part of the internship. Using the ADDIE model, I plan to design a training instruction material by integrating the research survey results together with the theories and concepts we have tackled in class.

I enjoyed every single minute I spent time doing research work. Starting the second week of the internship onwards, I used most of my time doing research on Hawthorne Effect as a motivational theory, Senge’s strategies and tools for building a learning organization, Block’s flawless consulting, bloom’s taxonomy in learning, Maslow’s hierarchy of human needs, the different types of motivational theories, the Kolb’s Experiential Learning Cycle, ADDIE model, Kirkpatrick’s four-level model of training evaluation, and McKinsey’s 7-S framework.

During the second day of the internship, I was able to get a more solid idea or a better vision regarding my duty at work. Even though I was not able to personally browse through the current training plan of NAF (for privacy reasons), the internship orientation and the references I found at the Human Resource Office provided me a better vision on where the project is going.

Spending a few hours at the Human Resource Office enabled me to go through some books and manuals which I could use as references in guiding me throughout the internship training. ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
(Training and Development from a Human Resource Management Perspective Thesis, n.d.)
Training and Development from a Human Resource Management Perspective Thesis.
(Training and Development from a Human Resource Management Perspective Thesis)
Training and Development from a Human Resource Management Perspective Thesis.
“Training and Development from a Human Resource Management Perspective Thesis”.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Training and Development from a Human Resource Management Perspective

Human resource management, human resource development, training system

They are not designed for skills that cannot be systematically understood. “Soft” skills like customer service could be improved by training cycles because, while it is not a technical skill, certainly repetition can benefit it, measurement can occur over time by looking at customer service responses, etc. Even some interpersonal skills might be training cycle-appropriate. But a skill like being able to select stocks based on an economic intuition or advanced theory is not likely to be a training cycle approach, since the approach cannot be systematically understood, broken down, conveyed or put into a cycle. The training cycle design, at its basis, is a four-step process: 1. The training needs of the organisation are analysed an...
4 Pages(1000 words)Essay

Human Resource Training

...?Memorandum April 27, RE: The CRA of 1964 & Other HR-Legal Issues A human resources manager in the 21st century has a growing list of legal and corporate concerns to respond to. Particularly in the hiring process, which is restricted in terms of a number of protected classes, it is easy for a corporation regardless of size to find itself mixed up in an inescapable legal situation. To avoid this, the HR manager should be cognizant of all rules and legislations that govern the hiring process for an organization. For Human Relations Training, Inc., a specialist firm in training and development of employees in outside companies, the HR manager should demonstrate to employees the best practices of human resources in order to bring...
3 Pages(750 words)Essay

Human Resource Training Strategy

... of the competitive advantage of the firm which can be critical and necessary for its future. One example can be provided in this context. Cisco is an organization in which the management system accounts for proving the needed skills, speed and flexibility. Cisco attains this through using team based processes as per the requirements of its basic structure and allows it to exploit its present advantages and at the same time venturing into future possibilities too (Hitt, Ireland & Hoskisson, p.319). Human Resource Training Strategy Organizations have increasingly felt the need for implementing training and development programs during the times of hiring new employees and for raising the performance level of existing employees. Additionally...
8 Pages(2000 words)Assignment

Human Resource Management Training Proposal

...? Human Resource Management Training Proposal The paper intends to prepare a human resource management training proposal for conducting a recruiting along with staffing training program for a group of new employees at a health care company. The steps for the HRM planning, recruitment, selection and hiring have been highlighted in the discussion. The importance of the training program in providing motivation and increasing efficiency in the healthcare sector is evaluated. It has been determined that the identification of prevailing gaps is a key facet in order to prepare an efficient training program. It can enable to address the employees’ requirements in keeping with the organizational goals and objectives. The proposed training program...
6 Pages(1500 words)Research Paper

Human resource development-A practitioners perspective

The HR practitioner has to perceive a multi-dimensional view of organizational aims to correlate with the employees' goals. A human resource professional has to concentrate on three main functions performance, feedback and counseling. These three are important functions of an HR team.
The entire organizational objectives circumvent in-between these three functions. The present paper analyses the interrelation among these three functions and highlights their significance in enhancing organization performance. The figure depicts the three import operational features which has much significance in development of an individual profitable to an organization.. Ignorance of one function will effect on the overall performance of an o...
4 Pages(1000 words)Essay

Human Resource Training

... Poole, M., (1999). Human Resource Management and Industrial organisation Critical perspective on business and management Salas, E., & Cannon-Bowers, J. A. (2001). The science of training: Adecade of progress. Annual Review of Psychology, 52, 471-499 Tannenbaum, S. I., & Yukl, G. (1992). Training and development in work organizations. Annual Review of Psychology, 43, 399-441. Turner, Keegan & Hueman (2006). Human Resource Management in a Project-Oriented Company. A Review. International Journal of Project Management 25 (2007) 315-323. Wexley, K. N. (1984). Personnel training. Annual Review of Psychology, 35, 519-551....
7 Pages(1750 words)Research Proposal

Human resource management. Training and development

...Human Resource Management -Training One major area of personnel work of particular relevance to the effective use of human resources is training and development. Training has a major influence on the success of an organisation. In order to sustain economic and effective performance it is important to optimise the contribution of employees to the aims and goals of the organisation. It should be mentioned that the purpose of training is to improve knowledge and skills, and to change attitudes. This can lead to many potential benefits for both individuals and the organisation. Training can: increase the confidence, motivation and commitment of staff; provide recognition, enhanced responsibility, and the possibility of increased...
9 Pages(2250 words)Essay

Training and Development Relate to Human Resource

Formal mentoring can also be subject to monitoring by Human Resource managers and others within an organization to make sure objectives are met. Informal mentoring is more of a natural relationship that develops between two individuals with mutual respect, who become involved in the relationship on a purely voluntary basis. Such mentoring is more common and usually more flexible in nature. There is a lack of outside influence and structure, with participants defining the skills and behaviors taught, within their own time frame. There has been much information gathered from mentored involved in such relationships, though not as much from mentors. Manda Rosser (2005) identifies characteristics of mentoring relationships in her study...
4 Pages(1000 words)Essay

Training Effectiveness (Human Resource Management)

...Training Effectiveness (Human Resource Management) Training Effectiveness (Human Resource Management) One of the most intensive investments in the world of business is training. Training is evidently a key consideration in any organization as it not only promotes the increased development of better human resources who can solve business problems better and even steer the organization towards better revenues. Arguably, owing to the cost of training incurred by businesses whose main goal is to save on costs, training takes up a huge chunk of the resources. One evidence for this case is the fact that the average cost of training in most organizations might be as high as $1,000 per year for small and medium enterprises. The main question thus...
1 Pages(250 words)Essay

Human Resource Training Class

...Human Resource Training Introduction Friendly Retail Company employs more than 100 employees. This small retail company buys and sells merchandise, food and grocery items through 5 superstores. The company has put in place a Human Resource department, customer service department for online customer service, and retail employees working and providing support service to customers to the stores. Recently, the company’s senior management has experienced a significant decrease of customers along with increased number of customer complaints and queries regarding their purchases. As a result, the senior management has decided to provide training and development session to the batch of 10 customer support service employees. The objective...
6 Pages(1500 words)Assignment
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Thesis on topic Training and Development from a Human Resource Management Perspective for FREE!

Contact Us