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 you work 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, staff understands the line of work more and therefore feels more motivated as they experience 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 reduces boredom. 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 feel valued and appreciated, gets more committed to the organization and are likely to leave for elsewhere. It also challenges them to learn more and get more involved in their jobs.

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 staff better, 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.

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:

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 and information Appropriate selection tools and mechanisms Timely hiring Well 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 Human Resources 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.