Developing Human Resource - Essay Example

Name: Task: Lecturer: Date: Developing Human Resource Organizations need to trained employees to equip them with skills and knowledge which are required for them to carry out organizational work effectively. It is important to train the employees because it will boost their productivity in an organization, increased the rate of customers who are satisfied with the organizations’ products and services and helped in improving the relationship of the employees with top management. These will increases staff retention and their attendance in the company. Organizations can make the training to be effective by carrying out training needs analysis. This is very important as it help the management to assessed the employees and identify those areas which employees need more training; it will also help the company in deciding the kind of the training to be used in training employees. Training of employees can also be important because it make the employees to be more competitive and improved their qualifications or competencies. This will enable employees to be able to handle bigger task in an organization. The top management will be able to delegate duties to employees because the employees will be in a position to handle those tasks. This issue of training employees can act as the motivating tool because the employees would feel valued and part of the organization. Training can also be important by facilitating the employees to be effective and be able to carry out the delegated duties from their bosses. Furthermore, employees would be promoted when they complete their training. This is important because employees would feel satisfied and the issues of leaving the company would be minimal (Kirsch & Culkin 57-58) Every profit making organization should train its employees to avoid behavior of the employees quitting the company and also to discourage the issue of dismissing employees because of their poor performance. Other companies trained their employees because of the following reasons: first; they consider training as an important factor of developing the workers of the company to match with the current needs of the market. Some companies trained their employees only for specific topics instead of dismissing them and hiring others with qualifications there are looking for. This is a strategy used by various companies in the highly competitive market, especially the market leaders (Furnham 104). It is expensive for the companies to dismissed the employees which they have already trained them and hire new employees. For this reason the companies prefer maintaining their existing employees and training them to equip them with the necessary skills they desire instead of dismissing. In hiring new employees, the company will have to trained them so that they can understand the system of the company before working, this is very expensive as compare with maintain the already existing employees. They are disadvantages which are associated with the layoff of the employees, these may include; it may not only damage the image of the company but also affect the relationship of the company with the community. Besides, the company may affect its corporate social responsibility. Many companies are expecting to deliver diverse services to the community such as employment. This is very important in improving the image and the position of the company in the society. Layoff can lower the performance of the company since the remaining employees may be demotivated when they see their colleagues are been fired, they may think they will be fired also (Suarez and Adler 70-73). There are processes to be followed when training employees in an organization; this process is followed in a systematic manner. First, the organization needs to set its objective. The objectives of the company for training employees need to be clarified to both trainees and the trainers. This is important because the trainers will know what they are targeting while training. Needs assessment is another important step as it will help the management of an organization to assess the needs of the company before carrying out training program. The company will also need to consider if there is a gap between the employees’ knowledge and skills with the skills required from the employees to carryout their work effectively to achieved organizational goals and objectives (Sleight 46-49). There should be clear training objectives which should be met at the end of training. This will help in identifying the importance of setting the training program in the company. In addition, it will help to avoid unworthy training programs which will waste the resources of the company. The next step will be to select the trainees. This is done by human resource manager or supervisors. Human resource manager would use various means in identifying the employees to be trained; such means include the use of educational background, the performance of the employees and the qualities of a leadership which the employees might be possessing. Employees with such qualities are normally selected so that they can be trained before being promoted ((Sleight 46-49). Before training proceeds, the company needs to identify different methods of training, such methods include; on-the-job training method. This is where the employees are trained while they carry out their daily duties. Many companies go for this method because it does not interfere with the companies program. The management needs to develop the timetable of training the employees as they work. The second method is off-the-job techniques; this is a situation where the company allows employees study leave for training purposes. Employees would be trained in seminars, colleges or they can take their studies in the colleges of their own choice. This method has been discouraged by many companies because it is too expensive to the company and the employees might be trained on irrelevant things which are not applicable in the place of work (Kirsch & Culkin (57-58) The next step is to select the trainers to conduct the training program in the organization. Trainers normally depend with the method of training which has been adopted by the company. Senior employees or the supervisors normally conduct the in house training. The supervisors would first need to be thought on how to trained and be informed to maintained proper ethics when training. On the other hand, for the off the job training, the external trainers or lecturers will be hired to carryout the training. The final stage in the training process is the training administration. The program should be implemented after following all of the above procedures and considering the following; location of the company and the place to carryout the training program, facilities required in training, equipment and the time which the training program will last. Finally, there should be evaluation of the training program. Evaluation should be carried out to determined effectiveness of the training. This is done by evaluating the skills which the employee as acquired on training program with his initial skills. There are concepts of developing human resource manager in an organization. This development is important for any organization because it will improve the way employees relate with top management; it will also reduce the cases of employees quitting the company and can also act as a motivating tool for the employees. The most important concepts in developing human resource manger is the use of guidelines for management and co-operation in the company, the use of recognition as a motivational factor and the respond for top management with directorial stuff (Gilley, Maycunich and Eggland 79). The development of human resource is a means of developing employees to acquire skills which are appropriate to the organization, knowledge and the employees’ ability to carry out the delegated work. Development of human resource can also comprise of the other factors such as training the workers in the work place, advising employees on the courses to take as part of their carrier development, management of the organization performances as compared to previous years, arranging for the succession plan in the organization and the development of the organization. Human resources development should focus on meeting the employees’ goals and the organizational goals; these can be achieved by proper managing of the employees and improving organization image. Human resources should ensure that all department corporate to ensure that they work toward achieving the same goals and objectives of the company (Gilley, Maycunich and Eggland 79). Developing human resource can be carried out in a formal manner such as training in a room just like a class or in the colleges. On the other hand it can be informal and this is done by the manager, the manager coach an employee. Every effective organization believed in having effective human resources which direct the duties and daily work of the company. In conclusion, human resource development is very important in the organization because it is the department that deals with employees directly; this department is responsible for organizing, motivating and recruiting employees. Employees are the major determinant of the future success of the company because they deal directly with the entire customers, it is therefore important to deal with them (employees) in a manner which they will get motivated. This can be achieved by recognizing their excellent work, training them and including them in decision making process in the organization. Work Cited Gilley, A. M., Maycunich, A. & Eggland, S. A. Principles of human resource development. Perseus. 2002. (5) P 78-80. Furnham, A. The psychology of behavior at work. Employees in the organization. 2005 (3) P 103-105 Suarez, D. & Adler, G. Union voices and labor responses to crisis in an organization. SUNNY Press. 2009 (4) P 69-74 Steidlmeier, P. & Sethi, P. S. Modern corporations and social issues in an organization. Prentice- Hall. 2009. (2) P 83-86 Kirsch, L. S. & Culkin, F. D. Managing the human resources in an organization. Macmillan. 2009. (3) P 56-59 Sleight, W. G. Educational values a methods based on principles of the training process. BiblioBazaar. (2009) (4) pp 45-49 Read More