Human resource is the most important determinant of success, efficiency and effectiveness of an organization. Dynamic, component and motivated human resources build dynamic organization and enable an organization to achieve its goals. Therefore, to make human and non-human factors efficient and effective, human resources management is needed.
Every organization wants to become dynamic and growth oriented or to succeed in a fast-changing environment. Human resource management is the management of employee skills, knowledge, abilities, talents, aptitudes, creative abilities, etc. Employee in human resources management is treated not only as an economic man but also as a social and psychological man.
Human Resource Management is concerned with employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirements. Human resources management may be defined as a set of policies, practices and programs designed to maximize both personal and organizational goals. It is the process of binding people and organizations together so that the objectives of each are achieved. According to Flippo, personal management or human resources management is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and reproduction of human resources to the end that individual, organizational and societal objectives are accomplished.
[...] All types of jobs require some type of training for their efficient performance and therefore all employees, whether new or old, should be trained in terms of job security and greater opportunity for advancement; skill thus acquired by the employee through training is an asset to the organization and employer. Thus, establishing a sound training program is a necessity for every organization for the development of the personnel. “Training is a process of learning a sequence of programmed behavior.” NEED FOR TRAINING: The need for training of employees would be clear from the observations made from different sources. [...]
[...] them in the organization To help maintain ethical policies and behavior inside and outside the organization. IMPORTANCE OF HRM The significance of HRM can be discussed at four levels corporate, personal, social and national. HRM is the central sub-system of an organization as can be seen in the chart. As the Central sub-system, HRM interacts closely and continuously with all the others sub-systems of an organization. The quality of people in all sub-systems depends largely upon the policies, programs and practices of the HRM sub-system. [...]
[...] Laboratory training Often called sensitivity training or group, it is based on the principle of group dynamics and is widely used as a tool for inculcating team spirit amongst employees. Both unstructured experiences and structured exercises are provided to the participants to help them increase their self- awareness, develop inter personal competence and sharpen skills to work in teams as effective members and leaders. The trainer must be professionally trained to lead the groups. Design and organization of training A systematic approach to training requires a great deal of design effort such that training needs are identified and coherent. [...]
[...] DISTINCTION BETWEEN TRAINING AND DEVELOPMENT Training is a short term process utilizing a systematic and organized procedure by which non managerial personnel learn technical knowledge and skills for a definite purpose. Development is a long term process utilizing systematic and theoretical knowledge and skills for a general purpose. Training refers to only instruction in technical and mechanical operations, while development refers to philosophical and theoretical educational concepts. Training is designed for non-managers while development involves managerial personnel. Training courses are typically designed for a short term, with stated purpose, such as operation of some piece of machinery, while development involves a boarder education for long term purpose. [...]
[...] Training is a practical and vital necessity because, apart from other advantages, it enables employees to develop and rise within the organization, and increase their “market value”. Earning power and job security mould the employees and help them to achieve a better co-operation with the company and greater loyalty to it. Training, moreover, heightens the morale of the employees, for it helps in reducing dissatisfaction, complaints, grievances and absenteeism, and reduces the rate of turn over. Training is a widely accepted problem solving device. [...]
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