The role of human resource management department in training and development in organizations

The role of human resource management department in training and development in organizations
Introduction
The human resource management department carries out three duties which are classified as individual, career areas and organizational (Jeppesen 2002). Individual management helps employees realize their strong point and limitations by use of testing reviews and training mechanisms. Career development aims at matching individual who have the most suitable jobs and career paths that exist within the organization. Ulrich (1998) claims that the organizational development is concerned with ensuring that systems which are found in the organization perform to their best by making good use of human and other resources. This is the major strategy in the business operation. Creation and maintenance of change programs is emphasized because it enables the organization to respond to both internal and external pressure that arises (Armstrong 1999).
The human resource management department requires training and management because they play a very important role in ensuring that employees accomplish helpfulness and elevated points of recital. These two components allow recognition of skills and role of improvements which are required for any given job (Ulrich 1998). As a result of changes in technology and design of jobs which are accompanied by increasing needs of the organization that are based on knowledge know how, training and development are very vital in the human resource management department. Training and development is identified through assessments, jobs analyzing and tasks which determine objectives of training and development. It also deals with coming up with objectives that are relevant, developing trainings that are effective and designing of development programs by use of diverse methods (Raelin 2000). However, according to Rossiter (1996), training and development activities are executed and programs are evaluated to determine their effects in the operation of the business.
The purpose of training and development traditionally was to ensure that workers carry out their jobs in an effective way. In the current days, there are changes in the environment of business. The company has to be innovative so as to withstand pressure from other companies and stay ahead of competition (Armstrong 1999). According to 2006 SHRM workplace Forecast, continued learning has overarched the trend of societal needs. This is an indication that organizations must put most of their emphasis on learning as a social responsibility which ensures that they are competitive in the world wide market.
Training and development is the process of being equipped with skills, knowledge and abilities which are needed to perform a specific task. It is accompanied by a number of broader benefits to both the employer and the employee (Dennis 1996). For a company to meet the current and future demands of the market, training and development comprises a wider range of learning actions. They range from sharing of knowledge and training for tasks to development of career and provision of improved customer services. This improves the effectiveness of individuals and the organization (Raelin 2000).
As stated by Johnston (1996), business goals and objectives of an organization are directly promoted when training and development are strategically used. The company is supposed to evaluate its market position and identify the talent knowledge and skills in order for it to compete well in the market. The function of training and development is carried out by human resource department.
Training is advocated for because the competence of employees can not only be measured by use of knowledge that they acquire while in higher institutes of learning (Raelin 2000). Education only provides skills which are basic which only prepares one for work but does not necessarily foretell how employees will behave while at place of work. The human resource department develops skills and knowledge of employees while and place of work (Johnston 1996).
Workers from the department of finance are always against training because it is costly. The organization is supposed to concentrate on training goals which targets to increase the levels of profits. Johnston (1996) cites that the obligations of the employee after completing the training are clearly defined by a training policy. The obligations are supposed to accomplish the goals that were set during the training process.
The human resource management department is supposed to initiate training programs. They are supposed be planned carefully and aim at proper utilization of resources. Armstrong (1999), states that the focus is not only to develop competence of workers but also is supposed to center its attention at improving values and attitudes of the employees. At the end of the training, initiatives of the management have to change and their endeavors are to develop potentials of employees in order to add value to organization and community where they belong.
Technology is very fundamental platform that is required for training. The use technology in training has been on increase because of a number of factors (Johnston 1996). Technology cost decrease, extensive use of World Wide Web, significant saving of travel, housing and food costs, the ability to develop different elements into programs with the intention of improve learning environment and many others are among the reasons which have greatly influence the use of technology.
Training is a great issue of concern in organizations that exist in the nonprofit sector. Expense and time are issues that surface constantly in a discussion of needs that are nonprofit in nature (Raelin 2000). Time and expenses have a greater impact on smaller agencies as compared to larger organizations. The agencies that get assistance from United Way of Drum Country (UWDC) are among the agencies which are smaller and nonprofit. The divisions which existed between larger and smaller nonprofit agencies were identified by the director of UWDC. Training in technology was desperately needed by agencies of UWDC. All the agencies were assisted so as to obtain training. They were enhanced to have stronger communication teamwork and corporation that exist between the available communities among other issues (Jeppesen 2002).
It is costly to use international assignments. To deal with this problem, a lot of companies are now focusing on task forces and global project teams. The use of international setting enables companies to share ideas and solutions which concern their business operations. The use of this mechanism enables the employees to develop the ability of thinking globally. Global mindset is developed by use of effective training. The method of training is not important but what one has to understand is that global mindset aims at balancing views which are perceived to varying (Armstrong 1999). This research is about problem statement of the thesis, purpose and goals of training and development in the organizations.
Problem statement of this thesis
It has been reveled that significant efforts are being applied by the human resource manager department so as to improve the functionality of companies. Relevant and complimentary programs of training are used during the change of periods in both settings. The training value as applied by the human resource management intervention strategy seems .............