Identifying Trainining Resources
UNIVERSITY OF BOTSWANA
MASTER’S IN BUSINESS ADMINISTRATION
MGT 745: HUMAN RESOURCE DEVELOPMENT
TOPIC: IDENTIFYING TRAINING RESOURCES
Introduction
This paper purports to outline steps needed to identify resources for training. It will illustrate the advantages and disadvantages of using different types of training drawing examples from the authors’ workplace experience.
Resource could be defined as follows,
“a source of supply, support, or aid, esp. one that can be readily drawn upon when needed.”
“…The total means available to a company for increasing production or profit, including plant, labor, and raw material; assets.” http://dictionary.reference.com/browse/resources Resources can be defined as assets available and anticipated for operations. These include people (learners, facilitators/trainers/consultants), time, infrastructure, equipment, availability of training institutions, and availability of financial resources (money/funds). The kind of resources required depend on the type of training that is to be carried out. Hence the identification of training resources is a critical component of training/ learning effectiveness that can be manifested at the individual, team, and organisation level. It is therefore important to identify training resources as this allows training to make a difference that is noticeable; training with a practical value or utility to both employees and the organization.
One key factor in employee motivation and retention is the opportunity to continue to grow and develop job and career enhancing skills. Employees need to be equipped to handle employee relations and responsibilities competently. Training in any organization needs resources to be executed or implemented effectively hence the need to draw up a budget that can be utilized. The major resource for training is financial, therefore the need for the department to have cost estimates for most of the training being
MASTER’S IN BUSINESS ADMINISTRATION
MGT 745: HUMAN RESOURCE DEVELOPMENT
TOPIC: IDENTIFYING TRAINING RESOURCES
Introduction
This paper purports to outline steps needed to identify resources for training. It will illustrate the advantages and disadvantages of using different types of training drawing examples from the authors’ workplace experience.
Resource could be defined as follows,
“a source of supply, support, or aid, esp. one that can be readily drawn upon when needed.”
“…The total means available to a company for increasing production or profit, including plant, labor, and raw material; assets.” http://dictionary.reference.com/browse/resources Resources can be defined as assets available and anticipated for operations. These include people (learners, facilitators/trainers/consultants), time, infrastructure, equipment, availability of training institutions, and availability of financial resources (money/funds). The kind of resources required depend on the type of training that is to be carried out. Hence the identification of training resources is a critical component of training/ learning effectiveness that can be manifested at the individual, team, and organisation level. It is therefore important to identify training resources as this allows training to make a difference that is noticeable; training with a practical value or utility to both employees and the organization.
One key factor in employee motivation and retention is the opportunity to continue to grow and develop job and career enhancing skills. Employees need to be equipped to handle employee relations and responsibilities competently. Training in any organization needs resources to be executed or implemented effectively hence the need to draw up a budget that can be utilized. The major resource for training is financial, therefore the need for the department to have cost estimates for most of the training being
References: http://dictionary.reference.com/browse/resources Training Development: Fertile Ground for BPO. IDC, May 2003 [pic] ----------------------- [pic]