Training and Development - Essay Example

Re-training is crucial for baby boomers, because it will help to avoid labour market crisis and slow growth. Following Dohm, "The current tight labor market situation could be exacerbated, hindering prospects for economic growth and putting a greater burden on those remaining in the workforce, perhaps forcing them to work longer hours" (Dohm, 2000, p. 17). There is, therefore, a continual need for the process of staff development, and training fulfils an important part of this process. Retraining should be viewed, therefore, as an integral pan of the process of social policy.

Critics point out that many unions are recognising the importance of training in relevant skills for baby boomers to sustaining the job security of their members. As a result they are seeking to bring training more centrally into the collective bargaining arena, with the setting up of joint training agreements. For some employers this may be an important route to developing a joint approach to managing change. Among the recommendations is that public and private sectors should develop the line managers' contribution to training.

Without re-training an. Training and development activities are important to both public and private sectors, but which may not arise as a development need because public and private sectors have been attending to it rather well. The need for re-training might only show up in the assessments if organizations stopped doing it. These may be in part things that individuals believe are desirable for the development of their own careers, routine things which line managers see as important to improve an individual's performance, and in some cases perceptions of needs which do not really exist, because of a change in the situation that neither the individual nor the line manager knew about.

Today, the main task of federal agencies is to identify the gap in training and technological changes, to classify it by level and category, and to attach estimates of the numbers of people involved. Categories might include: Immediate requirements driven by organizational needs; Longer-term organizational needs (including such things as induction initiatives); Short-term remedial needs of individuals; Career development needs of individuals; Things individuals would like to do, but which have no direct corporate benefit.

It is predicted that: "there will also be an increased need for employment-related services by persons between the ages of 45 and 54, below the SCSEP age level of 55" (Poulos, Nightingale, 2005). These suggestions can help to identify some of the issues that should be considered by public and private sectors when making their own policies. Economists mention that it is difficult to provide and develop a universal solution which will immediately fit every organization, but re-training policies is the best way to overcome labour shortage