Employment and Organization
Employee Training and Development
The human resources department within an organization controls the flow of the office; meaning employees in their advancement is at the hands of human resources. Many organizations rely on their human resources department to enhance their employees and to keep them motivated within the organization. Many programs implemented within the organization focuses on development. A company’s developmental program projects the direction of the organization and reassures employees of a future.
Training and Organizational Development
Training within an organization is imperative to the organization’s infrastructure and development. Employee training is “present-oriented training that focuses on individuals’ current jobs.” (DeCenzo & Robbins, p. 209) When an organization trains their new hires for the position that specific organization is ensuring they have the best employee for that particular position. The dynamic of training coincides with the previous knowledge the applicant has obtained through previous schooling, and employs its strengths within the company. During the training process, the company will focus on “changing skills, knowledge, attitudes, or behavior.” (DeCenzo & Robbins, p. 209) By notating the employee’s strengths and weaknesses, the organization can place the employee in the best position for him or her. This position will ensure that the employees’ strengths are more than his or her weaknesses. With proper training, an employee can succeed within the organization, thus becoming an asset to the company.
Organizational development is “the part of HRM that addresses system wide change in the organization.” (DeCenzo & Robbins, p. 214) When an organization is focusing on their development, it is analyzing the “continuous-improvement goals” that “many organizations have drastically changed…” (DeCenzo & Robbins, p. 214) another factor in organizational development is the “change agent.” The change agent is an
The human resources department within an organization controls the flow of the office; meaning employees in their advancement is at the hands of human resources. Many organizations rely on their human resources department to enhance their employees and to keep them motivated within the organization. Many programs implemented within the organization focuses on development. A company’s developmental program projects the direction of the organization and reassures employees of a future.
Training and Organizational Development
Training within an organization is imperative to the organization’s infrastructure and development. Employee training is “present-oriented training that focuses on individuals’ current jobs.” (DeCenzo & Robbins, p. 209) When an organization trains their new hires for the position that specific organization is ensuring they have the best employee for that particular position. The dynamic of training coincides with the previous knowledge the applicant has obtained through previous schooling, and employs its strengths within the company. During the training process, the company will focus on “changing skills, knowledge, attitudes, or behavior.” (DeCenzo & Robbins, p. 209) By notating the employee’s strengths and weaknesses, the organization can place the employee in the best position for him or her. This position will ensure that the employees’ strengths are more than his or her weaknesses. With proper training, an employee can succeed within the organization, thus becoming an asset to the company.
Organizational development is “the part of HRM that addresses system wide change in the organization.” (DeCenzo & Robbins, p. 214) When an organization is focusing on their development, it is analyzing the “continuous-improvement goals” that “many organizations have drastically changed…” (DeCenzo & Robbins, p. 214) another factor in organizational development is the “change agent.” The change agent is an