Training and Development

Topics: Training, Learning, Skill Pages: 24 (7876 words) Published: May 2, 2013
MGT 351
Introduction to Human Resource Management
Sec: 05

Submitted to
Jasim Uddin (JdN)
Lecturer, School of Business
North South University

Group 6

Group Member ID
Md. Ashraful Alam 1110024030 Md. Bayezid Bostami 1030218030
Asif Ferdous 1030806530
Sajid Al Fuad 1110194030 Md. Didar Mahmud 1020560030
Kazi Motasem 1030153030
Md. Amir Khan 1020252030

Submission Date: 8th July, 2012

One of the most vital parts of the human resource development at this modern era is Training and development. With the advancement of technology, the power or customer and competitors are increasing day by day compared to the organizations. Thus the importance of T&D is increasing every day. Moreover, it is also becoming more important globally in order to prepare workers for new jobs. Father of management Peter Drucker said that “the fastest growing industry would be training and development as a result of replacement of industrial workers with knowledge workers.” In the current write up, we will focus on the emerging need of T&D, its implications upon individuals and the employers, and its contribution in building a skilled workforce.

Objectives of this research paper are to define Training and Development (T&D), skilled and knowledgeable workforce and through the definitions and previous literature find out the relation among T&D and skilled and knowledgeable workforce. In addition, to observe practical implications a foreign company which is operating in Bangladesh has been selected as the paper can relate both theory and applied data. After that, the research paper conducts a critical analysis that relates literature review and applied data. Finally, a proposed model of effective training program is submitted with a short description and limitations to demonstrate different steps of an effective training program.

Training and development is one of the basic HR concepts. From the definition, it can be said that the first objective of T&D is skill development of human resource. In 21st century, scarcity of knowledge workers has increased importance of T&D in the organizations like never before. T&D is providing with professional and leadership skills as well as organizational knowledge to the workers and influences their performance in and help the organization to achieve the organizational goal. However, all the efforts will be in vain if proper training method is not followed by the provider.

An effective training program is followed by several steps that lessen the limitations and bring behavioural change in trainees. In addition, they possess positive attitude towards the company which is very important to achieve organizational goal and fulfil accomplish individual objectives. As a result, organizational knowledge rises and development programs start to be effective which is crucial for skill development. Consequently, the trainees receive higher level of responsibilities and reveal themselves as knowledge workers.

Defining Terms
Training can be defined as an endeavour aimed to improve skills in an individual related to an organization in order to increase the performance. It involves change in attitude, skills or knowledge of a person resulting in the improvement in the behaviour. Though both training and development are component of the same system, they are different. Development is more of long term and implies opportunities created to help employees grow. “Training” refers to a systematic approach to learning and development to improve individual, team, and organizational effectiveness (Goldstein & Ford 2002, in Agunis and Kraiger, 2009, p.452...

References: Dessler.G. & Verkkey.B. (2012), Human Resource Management, 12th edition,pp276-298.
Saks.A.M and Haccoun. R. R. (2010) Managing Performance Through Training and Development, 5th edition, pp1-37.
Buckley.R. & Caple. J. (2009) The theory and practice of training, 6th edition, pp 4-6
Aguinis, H. and Kraiger, K. (2009). Benefits of training and development for individuals and teams, organizations, and society. Annual Review of Psychology, 60, 451–74.
Lovett, M. & Jones. I.S. (2007) Social/Interpersonal Skills in Business: In Field, Curriculum
and Student Perspectives, Journal of Management and Marketing Research, pp1-13.
Kamble. R.R(2011) Managerial Skills for Organizational Performance: An Analytical Study, Indian Streams Research Journal, Vol. 1, Issue . 1, pp23-27
McClelland.S. (2002) A Training Needs Assessment for The United Way Of Dunn County Wisconsin, report submitted to University of Wisconsin-Stout, Menomonie, WI, USA.
Cahuc, P. & Saint-Martin, A. & Zylberberg, A., 2001. "The consequences of the minimum wage when other wages are bargained over," European Economic Review, Elsevier, vol. 45(2), pages 337-352.
Abdullah.H. (2009) Major Challenges to The Effective Management Of Human Resource: Training and Development Activities The Journal of International Social Research, Vol 2(8),p11-25.
Encyclopedia of Business, 1999
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