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Labour education and extensive employee development - Essay Example

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Labor education and employee development is in fact a continued effort on part of the labor/employees and organizations to train and polish the knowledge and abilities of its employees. Its objective is to maximize the skills of employees so that they can work better for…
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Labour education and extensive employee development
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Download file to see previous pages Employee learning explains the process of acquiring knowledge through curiosity to learn. It is a mind-set that has anxiety to get information. Employee learning and labor education will definitely increase the abilities and competency of the employee (Dixon, 1999).
Employee development and labor education have become the burning questions for today’s human resource management. Increased downsizing brought by organizational change has amplified the needs of employee development because the labor is needed to be more flexible and responsive at all levels. In the recent years, employee development schemes have seen exponential growth because the learning atmosphere in organizations is boosting. Donaldson (1993) asserts that the organizations have realized the importance of workforce and the need for their education and development in work place (as cited in Lee, 2012). Developing employee abilities can make them more adaptable to internal and external working requirements and definitely add to their learning and confidence which bring in higher productivity to the organization.
A research by Lound, Rowe and Parson (2001) confirms that EDS (Employee Development Schemes) have been employed at extensive levels both in public and private organizations. These schemes add loyalty, confidence, and commitment which boost learning in the work place. IRS (1993) puts it as:
“Employee development schemes are proving to be one of the successes of human resource management. They can have real business advantages, creating some of the right conditions for organizations to transform themselves into what has been called the ‘learning organization’, but what might as appropriately be termed the ‘continuously changing organization’, given economic imperatives and a positive impact on individuals’ self-esteem and confidence (as cited in Maguire, 1997).
Chris Argyris referred to this commitment as a “psychological contract” ...Download file to see next pagesRead More
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