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Title: Linkage between organisational goals and training.
Assignment topic:
You are required to identify a specific Human Resource Management issue in your organisation and develop a proposal that includes the following * Background information on issue,
* An explanation of what you think needs improvement and why the change is required; and
* Benefits you plan to achieve.
Your analysis should be linked to the Human Resource Management literature and include the citation of relevant references throughout that help to validate your proposal. Word count: 2230 words
Executive summary
Training and development underpins successful achievement of organisational goals and objectives. This paper will analyse training and development reform initiatives which were designed to create robust sustainable training programmes at the United Nations Relief and Works Agency (UNRWA) as per its 2006 Operational Development Plan ‘Serving Palestine Refugees More Effectively – Strengthening the Management Capacity of UNRWA’. (OD Mid-Term Report 2008). This paper outlines the UNRWA Human Resource Management Strategy (HRMS) introduced in 2006 to current times. It discusses its benefits; the degree of success of the implementation of this part of the strategy; notes the lack of support of this strategy by management; and makes recommendations to achieve future benefits through sustained training and development.

Table of contents
1. Introduction............................................................................................................................2 2. Background information on the issue.....................................................................................3 3. What needs improvement?.....................................................................................................4 4. Why change is required..........................................................................................................5 5. Benefits you plan to achieve..................................................................................................6 6. Conclusion..............................................................................................................................6 References..................................................................................................................................7

1.Introduction
After many years of review, both internally and from external consultants, and reform, the United Nations Relief and Works Agency (UNRWA) has recently issued its nine organisational development priorities. (UNRWA Medium Term Plan 2004). The single strategic human resource priority covers compensation, classification, and performance management. Despite the UNRWA Human Resource Management Strategy (HRMS) stating, ‘The Agencies workforce is its most valuable asset. Over recent years, insufficient attention to staff training and development has been a factor in the deterioration of service standards across the agency. From this standpoint, renewed investment in building the capacity of UNRWA’s human resources is an independently worthy objective’. (HRM Strategy 2006, p.) This is an apparent contradiction to the current priorities. For an organisation to achieve success there must be clear directions with management support to support their strategic goals. The Organisational Development (OD) plan of UNRWA is based on four levels of change - programme management, human resources management, organisational processes and systems, and leadership and management.(OD Mid- Term Report 2008). My discussion focuses on human resource management and more specifically on training and development. The aim of this paper is to discuss the human resource management strategy (HRMS) ‘Serving Palestine refugees with qualified, competent and motivated staff’ introduced in UNRWA in 2005 and the level of success of its implementation after 8 years. (HRM Strategy 2006). UNRWA...
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