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Management - Essay Example

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Introduction Implementation of a sustainable and effective competitive strategy requires both the prevailing conditions of scarcity and relevance of a resource. Over the last few decades, the dynamics of highly competitive global industry have forced organizations to rethink and re-evaluate the way they design competitive strategies in accordance with the fluctuating demand and diverse technologies…
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Download file to see previous pages The human resources available to an organization have a key strategic role in acquiring, implementing and maintaining a competitive strategy. Supervisors, trainers and developers play a pivotal role in improving the transfer of training by communicating their support for potential learning. The attitude and responses of supervisors, peers and trainers to the trainee can either hurt or help the whole process. The action taken by these partners before, during and after the training directly affects the likelihood that transfer will occur properly. Although organizations spend a lot of time and money on employees’ training annually, there exists no significant relationship between learning and actual job performance. However, when the learned skills are successfully transferred into effective performance, organizations can surely produce better outcomes. As the technological, economic, social and political environment is in a state of continual flux, it is critical for learning organizations to adjust and adapt to the dynamic market trends. Over the last decade, the role of trainers and developers has changed in an increasingly integrated world where phones, internet and improvements in infrastructure have progressively changed relationships. The pace of development is so rapid that even trained experts are unable to regulate, monitor and control its impacts properly. What may be regarded as a cultural shift in many organizations, trainers and developers need to adopt a different attitude towards their own involvement in organizations. Such prevailing market conditions also make it imperative that trainers and developers play a more active role in communicating the benefits of training and dealing with the performance problems. This paper attempts to investigate as to how and why has the role of trainers and developers changed in the last ten years. The study will also suggest future developments in the changing role of trainers and developers. Finally, the conclusion will analyze factors influencing the change and suggest effective measures for further improvements. Theory For decades, training and development of human resources is believed to have key strategic importance in determining the organization’s overall performance. As a field, training and development is considered to have evolved during the industrial revolution in America. In the present era of globalization, technological expansions have diversified the traditional role played by trainers and developers. According to a survey, a trainer these days assumes the job of a “corporate trainer, performance practitioner, lecturer, OD specialist, performance analyst, training leader, employee development specialist, operations improvement coordinator, leadership training associate, training sergeant, and continuous learning and improvement coach at the same time” (ASTD, 1996). From 2000 onwards, the role has become even more versatile with the industrial integration and advent of various technological aids. As the term suggests, human resource development is itself “the process of moving from one place to another, a process that we normally count as ‘change’ ...Download file to see next pagesRead More
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