The Importance Of Training And Development Of The Staff - Dissertation Example

The concepts of human resource management provide a productive and effective approach towards managing the employees who are the key assets of the organization. Three models of HRM have been proposed by Storey (1992). They are ‘normative', descriptive and conceptual. At the normative level, HRM is more inclined towards the development of a team, where the line manager plays a significant role and also, manages the organizational culture. Despite the different definitions provided by the different researchers, the main theme of HRM is seen to revolve around the employee commitment, the most dominant one (Armstrong, 1987, 1993; Legge, 1989; Noon, 1992; Poole, 1990; Storey, 1995; Watson, 1996).

Putting it in simple words, Human Resource Management is a function that helps the managers to recruit, train, select and develop the employees for an organization. HRM is concerned about the people's dimension in an organization. It has been identified by many of the authors that there exist some special characteristics of HRM that help in managing organizational culture and employee commitment (Anthony, 1994; Atkinson, 1990; Sisson, 1990; Guest, 1995). The commitment and alteration in the culture are encouraged by the application of specific practices in the areas of selection and recruitment, training and development, appraisal system and encouragement in the participation of the employees.

In the general literature of HRM, recruitment and selection are seen as essential elements that assist in achieving employee commitment and cultural change. Some of the significant policy areas required to achieve new culture were identified by Guest (1987). On the other hand, William, Dobson, and Walters (1993) identifies that if recruitment is conducted in a systematic and thoughtful way, it is possible to exert emphasis on the ‘incoming culture', thereby creating a strong pressure on the existing workforce within the organization.

Moreover, in order to create a change in the culture, it becomes very important for the HR manager to recruit selective people with the desired attitude. Snape, et al. (1995) have also emphasized that in order to develop the appropriate culture within the organization, the recruitment and selection of the employees should be based on their attitudinal and behavioral characteristics.