Strategic Human Resource Management
Contents INTRODUCTION 3 Advantages of Training Transfer: 4 Disadvantages of training transfer: 5 Role and Importance of training transfer 6 Literature Review of Training Transfer 6 Transfer of training before, during and after 8 Conclusion 11 References: 12
INTRODUCTION
Strategic human resources management gives a brief treatment to the key factors of strategic of HRM which are using an approach called risk management innovative .This human resource management is concerned with the personnel managerial polices, system and practices which directly influence the work place .The strategic resources that function in an effective way and also help to add a value in an organisation. It is designed for helping organisation about the best need of employees to meet the organisational goals .The function of strategic human resource only deals with the organisation daily activities which affects the staffs about functional work like pay ,hiring ,training ,benefits firing and also the administration.it is also provide the employees with sick leave ,vacation days ,safety procedure while working and work incentives .This strategic human resource management also known as proactive management for the employees . It helps the organisation to think for the future reference and all the planning about what should be done for the company or any organisation which are under in the human resources management.it mostly concerned with the employees to help the organisation to achieve the goal .Human resource management helps to improve the company daily activities by the help of the business sites of the particular company on the name of human resource resources hiring practices ,training to employees before joining the company and also help to gives the new techniques when company will facing any kind of obstacles and also help to teach how to work in well discipline .
Human resources management will help in the selection of good employees and also help to
INTRODUCTION
Strategic human resources management gives a brief treatment to the key factors of strategic of HRM which are using an approach called risk management innovative .This human resource management is concerned with the personnel managerial polices, system and practices which directly influence the work place .The strategic resources that function in an effective way and also help to add a value in an organisation. It is designed for helping organisation about the best need of employees to meet the organisational goals .The function of strategic human resource only deals with the organisation daily activities which affects the staffs about functional work like pay ,hiring ,training ,benefits firing and also the administration.it is also provide the employees with sick leave ,vacation days ,safety procedure while working and work incentives .This strategic human resource management also known as proactive management for the employees . It helps the organisation to think for the future reference and all the planning about what should be done for the company or any organisation which are under in the human resources management.it mostly concerned with the employees to help the organisation to achieve the goal .Human resource management helps to improve the company daily activities by the help of the business sites of the particular company on the name of human resource resources hiring practices ,training to employees before joining the company and also help to gives the new techniques when company will facing any kind of obstacles and also help to teach how to work in well discipline .
Human resources management will help in the selection of good employees and also help to
References: * Terry, R. (Jul 2009). Transfer and Application. Training Journal. Jul 2009. p. 69 * Broad, M., Newstrom, J. (1992). Transfer of Training. Cambridge, MA: Peresus. * Baldwin, T.T. and Ford, J.K. (1988). Transfer of training: A review and directions for future research. Personnel Psychology, 41, 63-105. * Salas, E. and Cannon-Bowers, J.A. (2001). The science of training: A decade of progress. Annual Review of Psychology, 52, 471-