Training
Research Paper Topic: Training
Student’s Name: Adeola Ajepe
Institutional Affiliation: University of Maryland University College
Professor: Joette Mills
Date: April 4, 2012
Training
Introduction
Training consists of organization’s learning activities, which are capable of improving individual performance through change in knowledge, skills or attitudes. In a broader sense, it includes experience intended to meet essential job requirements, update skills, and prepare people for career movement or any kind of reality, knowledge or skills differences, and evolve new insights or even create new knowledge. It is thus, an important tool for changing individuals by giving them new management knowledge and skills. Training is a paramount aspect of human resource management, which aims at producing individual employees, who can be more effective and efficient in job performance. Training targets to achieve this through a rigorous process of improving, updating/modernizing and refining staff skills, proficiency and knowledge. Process training involves a set of activities including staff participation in various projects (Aiman-Smith, Bauer & Cable, 2001). Should training be demeaned or taken as a lesser part in any organizational framework, then it is as good as saying that an organization has not been effective in carrying out the human resource function, as a whole. In a nutshell, training is vital in presenting opportunities to improve the profile development, of not just the trainees, but the organization as a whole. Having realized the importance of training in increasing the level of employees’ commitment, both senior managers and human resources managers have embraced it in their organizations. Just as other important concepts of human resource management, training requires prior planning to be a success. This paper addresses the major roles of planning as a function of human resource
Student’s Name: Adeola Ajepe
Institutional Affiliation: University of Maryland University College
Professor: Joette Mills
Date: April 4, 2012
Training
Introduction
Training consists of organization’s learning activities, which are capable of improving individual performance through change in knowledge, skills or attitudes. In a broader sense, it includes experience intended to meet essential job requirements, update skills, and prepare people for career movement or any kind of reality, knowledge or skills differences, and evolve new insights or even create new knowledge. It is thus, an important tool for changing individuals by giving them new management knowledge and skills. Training is a paramount aspect of human resource management, which aims at producing individual employees, who can be more effective and efficient in job performance. Training targets to achieve this through a rigorous process of improving, updating/modernizing and refining staff skills, proficiency and knowledge. Process training involves a set of activities including staff participation in various projects (Aiman-Smith, Bauer & Cable, 2001). Should training be demeaned or taken as a lesser part in any organizational framework, then it is as good as saying that an organization has not been effective in carrying out the human resource function, as a whole. In a nutshell, training is vital in presenting opportunities to improve the profile development, of not just the trainees, but the organization as a whole. Having realized the importance of training in increasing the level of employees’ commitment, both senior managers and human resources managers have embraced it in their organizations. Just as other important concepts of human resource management, training requires prior planning to be a success. This paper addresses the major roles of planning as a function of human resource
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