Employee Training and Career Development

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Employee Training and Career Development Paper
Suzette Smith
University of Phoenix
HRM/300
November 12, 2012
Angela Oden


“HRM is concerned with the people dimensions in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives. This is true, regardless of the type of the organization – government, business, education, health, recreational, or social action.” (http://www.scribd.com/doc/21222868/HR-Training-and-Development) Human Resource Management (HRM) is a division in practically every organization, however over the years the role of HRM has experienced significant changes. In the past some have said that HRM is defined as “Administrative activities associated with human resources planning, recruitment, selection, orientation, appraisal, motivation, benefits”. HRM aims at developing people through work. Due to the numerous legal changes and advancements in technology the HRM responsibilities have changed drastically and are essential to maintaining a successful organization. The HRM today is responsible for all aspects of employee development from recruitment to training and beyond in addition to impacting the organizations strategic plan. Legal changes and technology have created more responsibilities for HRM. Legalities organizations are required to follow witness constant changes, which require HRM to be both educated and up to date with the laws that effect their organization. The slightest of mistakes could result in fines, and lawsuits. In this paper there will a brief descriptions of responsibilities along with tactics used to form a better and more efficient HR department.

Training Development in an Organization
Organizational objectives like viability, stability and growth can also...
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