Abu Dhabi Judicial Department - Integrated industry - Annotated Bibliography Example

LITERATURE REVIEW al Affiliation Introduction The term training in the simplest and most basic sense refers to the processand routine of adding benefits, skills and expertise to a person with the aim of making that person become better or advanced. Development in its part refers to the instance and situation where the trained person has attained another level of expertise, talent or skill and is thus said to have advanced in the same line of respect and reasoning. In the conventional world and work environment, there are new dynamic changes that occur to the natural world, thus it would be proper for the workforce to keep up. This implies that there are several benefits and important reasons as to why employees ought to be trained and develop their level of expertise and skills at in the long end. There are several reason as to why organisation such as the Abu Dhabi Judicial Department, (ADJD) could embrace training and development of employees and managers. To begin with, there is the prospect of acquiring new information or knowledge which would be critical. For instance, in the current day and age, computer literacy and skills is almost automatic and mandatory. Thus, people strive to gain basic computer skills, however, computer programs and applications change with time and so should an employee. Similarly, training and development could also be beneficial so as to enable the employees or managers to enhance or update the existing pool of knowledge. In the same line of thought and reasoning, it would be fair to say that training and development is important because it helps the employees and managers to have increased motivation. Motivation stem from confidence of knowing that one is well endowed with the requisite skills to produce output so as to work in the proper environment. Similarly, the employees of Abu Dhabi Judicial Department, (ADJD) would feel that the ownership and the authorities care and mind about their welfare. This is so because they would feel that they are supported and enabled in their place of work and in their pursuit to discharge their duties accordingly. In the same line of thought and reasoning, the employees and the managers would be enabled with new technologies and abilities which are critical in the general dispensation of roles and duties in the work place. It is important to note and mention that the conventional world as it is today has gone a notch higher in the field of technology therefore there is need for people especially working in public institutions to acquaint themselves with the same. In principle, the scope and theoretical borderlines of training and development of employees are usually pegged and based on some structures. Typically, employee trainings are mostly based on customer service and improvement in handling of front office. There is also diversity-where staff are trained to handle people of different views or perceptive, quality initiatives and human relations. In some other cases safety, ethical issues amongst many others which seek to improve efficiency and effectiveness of the organizations productivity. The irreducible minimum in this line of thought and reasoning is that the trainings would be centered towards increasing the productivity of the organisation such as Abu Dhabi Judicial Department, (ADJD), in this example and study. Van Meervenne, Andre (2014) Ruthless people: People Management; 2/22/2014, Vol. 7 Issue 4, p51 According to Van Meervenne, in the year 2014, this source addresses itself to the aspect of behavioral connotations and aspects of the employees of any organisation. Behavior in this case and instance implies the way in which a person carries him or herself around relating to other people, colleagues and clients. As a way out or a remedy to the phenomenon where the behavior of the employees or management becomes an impediment to the output and productivity, the source suggests training. It also states and stipulates that training should be addressed and specifically focused in the direction of changing the behavior of the employees or the management concerned. In retrospect, it mentions that after training, the behavior of the employees would be changed such that there would be some degree and level of effectiveness in the organization. In details, this source explains that for there to exist effective organizational structure, training and development ought to be done to help in changing behaviors of the people or staff. It is important to note and mention that the training that is given to effect a change in attitude and behavior by extension should be done to all employees. This is critical so that when the junior staff change their work behavior, the senior employees would also change accordingly. Van Meervenne, Andre: How employers support employee career development HR Weekly; 7/28/2014, Vol. 2 Issue 30, p1 According to Andre Van, in the research publication in the form of a journal in the year 2014, there is evidence and prospects of career support that comes from the employers to the employees. The primary intention and objective of this source or journal was to inquire into how the employers aid in growth of their staff or employees. Specifically, this journal addresses the fact that as much as the employers could pursue other forms of growth of the careers of their staff, the employers were willing to pay for their training. As a matter of fact and norm, this journal records that the employers are willing to indulge their resources such as finances so as to pay for career development activities. The main argument and logic promulgated by this journal is that all the activities, such as trainings, seminars or refresher courses which are valuable to the organisation the employers would be willing to support. It goes without saying that such a support would go a long way in ensuring the employees develop in line with the changes in any concerned career. In rhetoric form, this source seeks to answer the question as to whether employees are willing to support the career development of their employees. In response, the journal answer in the positive affirmation. Gaul, Patty : training is a bit brighter for the federal workforce, but how and what? td: talent development; nov2014, vol. 68 issue 11, p60  This source was put forth by Gaul Patty an accomplished business commentator and renowned scholar, which was published in the year 2014 with the aim of contextualizing workforce trainings. This journal is so express and accurate in that it questions the work situation awareness and preparedness of the federal staff. This is notwithstanding the fact that the employees from other sectors of the economy are considered or are covered in these considerations, key attention is given to federal employees. By all aspect means, the federal staff are academically equipped and well trained to manage their work properly. However, the private sector staff further their expertise and talents since their employers indulge more attention and focus. This is the reason as to why this source highlights the management of the talent of the federal staff. As a matter of fact and principle, this source is articulate as to how the federal employees must be given the care and imperative to further and share their skills and expertise. It goes without saying that when talent or career refresher course are introduced to the federal workforce, then the productivity and output of the public civil servants would also increase. Summarily, this journal questions modalities of federal staff in managing their talent. Fisher, Jennifer Training and Development Business People; May2012, p76 According to Jennifer Fisher, whose reputation and acumen in the field of academic publications second none, there is a relational connectivity between corporate growth and the level of employee training. In principle, this source highlights the notion and logic that the amount or level of growth or business maturity in a corporation or organisation directly depends on the skills, talents or expertise of the employees. The main argument and logic in this journal, according to Jennifer Fisher, training is important since it equips the work force with new skills. New skills could be accumulated during subsequent seminars or refresher course where new information is given to the workforce to guide them accordingly. In the long end, the skills and talents from trainings would go a long way to ensure that the effectiveness of the workers is enhanced and improved. Similarly, this source is elaborate to mention that the younger employees or the junior workforce members value trainings as a requirement for them to enhance their chances of securing a job. Thus, they would treat trainings as a pre-requisites to securing employment and job opportunities. Thus, trainings serve double roles namely increasing prospects of job employment while at the same increasing improving effectiveness and efficiency of the workforce. Steinburg, Craig: Learning in the Fibers of the Organization, Training and Development; Mar2014, Vol. 68 Issue 3, p80  According to Craig Steinburg in the above titled academic publication, he seeks to explore the issues of training and development in a holistic aspect. In order to drive the chief logic and objective argument home, this journal uses a hypothetical example and instance. Specifically, it uses the example of a renowned Chief executive officer Naeem Mukhtar who works in Pakistan and has seen his organization undergo a tremendous amount of growth. Basically, this chief executive officer is not a stickler of high end academic testimonials in order for him to consider a person for any position of employment. However, as time proceeds and techniques change, the Chief executive ensures that most of the employees working in the organisation are trained accordingly. The irreducible minimum in this journal is that entry level employees would be as valuable contributors in the aggregate output of the organisation just as the other more trained employees. The tone and mood of the journal points to the direction that the effort and initiative of the Chief executive officer, Naeem Mukhtar who represents the employer is critical in employee training and development. If the employer takes the initiative and makes endeavors to have employee trainings, then their progress is automatic in the line of employment and that job. SMITH, JIM L. MANAGEMENT SUPPORT FOR TRAINING Quality; Mar2014, Vol. 53 Issue 3, p15  According to Jim Smith the whole workforce ought to be collaborative and join hands as far as employee ad management training is concerned. This source and journal is critical and express since it explains the input of each and every segment of the organisation in the pursuit of the dream of training. As a matter of fact and principle, this source is articulate and express since it explains that the whole workforce fraternity must be proactive in the pursuit of training for all people. It implies that if any segment or sector of the workforce withdraws its support then the whole notion and logic of employee training would be defeated. Conventionally, it mentions that if the employees or the management part of the organisation withdraw their input and support towards employee training that nothing much would be achieved. This author is categorical that the aspect of training of the employees is important and cannot be achieved without the support of the employees themselves. In addition, it expounds on the various ways and means through which the companies or organizations could explore the whole concept of employee training. This is key sine there are means and ways through which the organisation could pursue to ensure employees are trained effectively and exhaustively. Schleh, Edward C: EMPLOYEE TRAINING AND MANAGERIAL DEVELOPMENT Concrete Products; Jan2013, Vol. 116 Issue 1, p8  This study and analysis was put forth by Edward Schleh who is a respectable and notable researcher and scholar. The tone and main arguments of his assertions as contained in this journal is the need and urge of training and development of staff in organizations. The source is express and articulate to mention that there is a gap in the level of expertise and skills that people possess in the world. Thus, in order to remain competitive and relevant in the job market, it requires that the workforce are subjected to more trainings. Similarly, this source is quick to highlight and mention the various benefits and advantages of trainings and development of the workforce in the human society. For instance, this source and journal mentions that training and development of managers and employees of companies and organizations widens their perspectives and viewpoints. This is to imply that the trained workforce would have a broader perspective and position in which they perceive things. Subsequently, this source suggests that there can be learning where the colleagues or workers themselves educate one another. This is referred to as peer to peer learning and development whereby there is an internal mechanism and mode of learning and sharing. Weiss, W.H: training methods and programs Supervision; Oct2012, Vol. 73 Issue 10, p15 According to Weiss, there is an elaborate and unique benefit if departments in an organization are trained so as to improve on their productivity and the general output for the company or organization. From the outset, this source is detailed on the several benefits and merits that training and development has on the bearing of an individual employee and the company or organization at large. This is to say that each and every company or organization is different and unique from another one thus, it would require a different form of training and development for its workforce relative to another training and development program which may be preferred by another company or organization. Conventionally, it mentions that it is more beneficial and important for departments to be trained other than training supervisors or managers. This stems from the fact that by training a department, all the staff members of the said or concerned department stand to gain more in terms of abstract profit. The aim of this source is to compare the abstract profit or intellectual profit gained from trainings and development of employees in an organisation. This is done by comparing departmental training and development as compared to the individual training and development. Ojambati, T. S.; Akinbile, B. F.; Abiola-Falemu, J. O: Personnel Training and Development: A Vital Tool for Construction Workers Performance, Journal of Emerging Trends in Engineering & Applied Sciences; Oct2012, Vol. 3 Issue 5, p996  According to Akinibe, Ojambati and Abiola-Felamu, in this source and academic publication, the contribution of training and development relative to increased efficiency cannot be underscored or over-emphasized. The source uses a hypothetical example and instance of the people who work in the construction industry. It is exact to mention that the sole reason as to why the level of constructions and buildings in the global arena are below par is due to poor training and development of the workforce concerned. This source and study delves into more details comparing the negative impact of the relatively less productivity of the employees in the workforce to their corresponding output or level of efficiency. It is important to note and mention that the source explains that it is the lack of or inadequate training and development of the people in the various fields that is to be blamed for the resultant less productivity or output. Intuitively, the source seeks to investigate the need of proper trainings in the hypothetical field of construction with a view of increasing and improving the productivity of the workers and employees concerned. The same findings and postulations could then be postulated and extended to other sectors or fields in the economy to realize the indispensable truth and goal of higher productivity. Carnes, Barbara: Managers: The Forgotten Training Partner T+D; May2010, Vol. 64 Issue 5, p16  It is the guided view and perspective of Barbara Carnes that there is a possibility the managers and the people who are in the top supervisory roles of organizations are left out in training and development. This source mentions that there is a prospect and huge chance that over the years, the management has not been factored in the training and development concept of the workforce: employees and managers. This source is so rich in offering suggestions and solutions to the trainers and developers of programs which are meant at educating the workforce. This is so because the source mentions that in the recent past, there have been changes in the society and the work environment as a whole. Thus, there must be a need and urge by the society as a whole especially the managers to be integrated in the process of training and development. In principle, the source is clear and articulate to highlight that the managers or the authorities in senior management of organizations are yet to embrace that change. It mentions that it is a reality that in the current world changes have occurred but the management or the authorities have not yet embraced the changes by equipping their staff accordingly. Conclusion All the other journals and sources have articulated the need and benefits that training and development has to the workforce-the employees and the employers alike. In principle, they have all centered and skewed their focus and attention towards highlighting the need for the society or the workforce as a whole to embrace training and development. My study would thus differ and articulate the specific benefits that the individual workers draw from being trained in line with their work conditions. This is to say that my study and research would focus on the specific training and development, their corresponding benefits and anything that may happen if there is no training and development. References Carnes, Barbara: Managers: The Forgotten Training Partner T+D; May2010, Vol. 64 Issue 5, p16  Fisher, Jennifer Training and Development Business People; May2012, p76 Gaul, Patty : training is a bit brighter for the federal workforce, but how and what? td: talent development; nov2014, vol. 68 issue 11, p60  Ojambati, T. S.; Akinbile, B. F.; Abiola-Falemu, J. O: Personnel Training and Development: A Vital Tool for Construction Workers Performance, Journal of Emerging Trends in Engineering & Applied Sciences; Oct2012, Vol. 3 Issue 5, p996  SMITH, JIM L. MANAGEMENT SUPPORT FOR TRAINING Quality; Mar2014, Vol. 53 Issue 3, p15  Steinburg, Craig: Learning in the Fibers of the Organization, Training and Development; Mar2014, Vol. 68 Issue 3, p80  Schleh, Edward C: EMPLOYEE TRAINING AND MANAGERIAL DEVELOPMENT Concrete Products; Jan2013, Vol. 116 Issue 1, p8  Van Meervenne, Andre (2014) Ruthless people: People Management; 2/22/2014, Vol. 7 Issue 4, p51 Van Meervenne, Andre: How employers support employee career development HR Weekly; 7/28/2014, Vol. 2 Issue 30, p1 Weiss, W.H: training methods and programs Supervision; Oct2012, Vol. 73 Issue 10, p15 Read More