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ECAM09090045

October 19, 2009

DISCUSS FIVE BENEFITS OF TRAINING

TRAINING

Training is the process of improving knowledge and skills in an individual or

group. It increases productivity and makes a greater impact in the organization youwork with. Training is always based on needs and not wants. Some staff resists

training because they dont like change. Managers need to support them, help

them overcome their fears and convince them that training will make their lives

easier in the long run.

Benefits of Training

Training increases employees productivity and in addition to learning complete

new tasks and take on more responsibilities. Employees can learn advanced

techniques to help them complete everyday tasks more efficiently. For example,

sending your bookkeeper to an advanced Excel class may help him or her learn

shortcuts to simplify the accounting processes.

1. Training helps new staff to learn jobs more quickly. When trained, staffunderstands the line of work more and therefore feels more motivated as theyexperience and empowered to do what is seen to be difficult task.

2. Training can be cost effective, as it is cheaper to train existing employees

compared to recruiting new employee with the skills the business needs.

3. Trained workers are likely to be more flexible and able to undertake a range

of jobs. The new skill they have acquired motivates them and reducesboredom. It also demonstrates to them that they are valuable enough for the

employer to invest in them and their development.

4. Training improves job satisfaction: Their acquired skills make them feelvalued and appreciated, gets more committed to the organization and are likely toleave for elsewhere. It also challenges them to learn more and get more involved in

their jobs.

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5. Training aids in the recruiting process. If a company is committed to

training, it will be more willing to hire a desirable candidate who lacks a

specific skill. Training also makes the company more attractive in the eyes of

potential employees because it shows them that they have room to grow and

accept new challenges.

Training is also a perfect opportunity for employers to get to know their staffbetter, and for staff to develop stronger working relationships. By training

organizing work around subordinates becomes fairly easy, i.e, the span of

control of the managers increase which help the organizations in low costs and

thus better allocation of resources takes place.

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September 28, 2009

ECAM09090045

HOW DOES BEST PRACTICES OF HRM CONTRIBUTE TO

ORGANIZATIONAL PERFORMANCE

Human Resource Management means employing people, developing their

resources, utilizing, maintaining and compensating their services in tune with the

job and organizational requirement. An organizations success will depend largely

on whether its employees perform well.

Best practice in human resources management demonstrates links to the total

business planning and review cycle, and not just focus on human resource issues.

There are many policies and processes that need to be put in place and actively

implemented to achieve the best practice in an organization. Organizations are

now adopting the FIERCE approach of retaining star performers: FIERCE:

Flexibility,Interest, Education, Recognition,Communication and Equity.

Flexibility in dealing with employees is very important. Showing interest in their

personal and professional life is another means of holding them onto the job.

Education in another way keeps employees productive and happy at all times.

The training they receive should be tailored to the companys needs.

The best strategies to improve the performance of an organization are:

Business strategy

Learning and development strategy

People management strategy

Leadership and management strategy

Action to improve the performance of an organization:

Management effectiveness

Recognition and reward

Involvement and empowerment

Learning and development

Employee Performance Management:

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Individual staff objectives should be linked to business plans

Regular feedback as well as formal appraisal

Up-to-date job descriptions/roles

Staff development and training that meets workplace requirements and individual

needs; based on competencies required and developmental needs

Viability and attractive benefits and compensation packages

Equitability of treatment/relatives between individuals and work groups

Recruitment & Selection

Accurate advertisements, job/role descriptions and person specifications andinformation

Appropriate selection tools and mechanisms

Timely hiringWell planned induction programmes

Workforce Continuity and Succession Planning

Monitoring of absence and resignation data

Monitoring of age profiles

Appropriate maternity leave provisions

Identification of single person/critical dependencies

Knowledge sharing systems

Exist interviews and management of knowledge

Overall Observation:

With all the above policies/practices of a good environmental setup by a Human

Resource Management Department helps the organization to function more

effectively and efficiently. For example a company recruited Head of HumanResources who was well equipped to change the organizational setup. He

introduced the SMARTER award by assessing the job performance of each staff.

Identified the best worker who happened to be an ordinary diploma holder, was

sponsored for further studies to be promoted to HR Officer after successful

completion of the course.