HUMAN RESOURCE TRAINING AND DEVELOPMENT

Training and development falls under HRD function which has been argued to be an important function of HRM (Weil & Woodall 2005).

It is worth nothing that, as researchers continue with their quest into the training research area, they also continue their arguments into its importance. Some of these researchers argue that the recognition of the importance of training in recent years has been heavily influenced by the intensification of competition and the relative success of organizations where investment in employee development is considerably emphasized (Beardwell et al. 2004).

As per the IT, industries training must be applied for all the employees’ technology and work-related areas enhancement.

According to Kenney & Reid (1986) planned training is the deliberate intervention aimed at achieving the learning necessary for improved job performance. Planned training according to Kenney and Reid consists of the following steps:

 Identify and define training needs 

 Define the learning required in terms of what skills and knowledge have to be learnt and what attitudes need to be changed. 

 Define the objectives of the training 

 Plan training programs to meet the needs and objectives by using right combination for training techniques and locations. 

 Decide who provides the training 

 Evaluate training

 Amend and extend training as necessary

Reference List

Armstrong, M. 1995. A handbook of personnel Management Practices. Kogan Page Limited London.

Beardwell, I., Holden, L. & Claydon, T. 2004 Human Resource Management a Contemporary Approach. 4th Ed. Harlow. Prentice Hall.

Kenney, J. & Reid, M. 1986 Training Interventions. London: Institute of Personnel Management.

Weil, A., &Woodall, J. 2005. HRD in France: the corporate perspective. Journal of European Industrial Training, 29,7, 529–540