Business // Training and development
Training and development
On the first question that asks are training and development the same thing, the answer is obviously not. On the training issue, this process deals with the aspect of preparing the stakeholder to master their learned skill and knowledge. This means that they have already learned the essentials of their responsibilities at work. Training is the aftermath of developmental process. Employees are already knowledgeable about the processes and activities that are applied to their areas of responsibilities. In this regard, they are already knowledgeable on how to deal with the new norms and perspectives that they are going to apply with their roles and responsibilities. The foundation of knowledge is responsible to work accurately with their performance. Preparing their skill and knowledge prevents employees from committing future mistakes in the future. These include fully memorizing and applying their position by heart to accomplish several tasks in the future (Hale, 2014).
Development is the process of improving the skills and knowledge of the involved individual or a group. The first is the knowledge, in which managers instills theoretical application to the stakeholders. Managers present numerous concepts and theorems relevant to the responsibilities and roles of the stakeholders. The facilitators provide lesson discussion and classroom participation so that concepts and theorems are absorbed. For the presentation of skills, participants perform return demonstration after every class discussion. Each participant is given instructions to a certain topic that they will discuss to the facilitators. Stakeholders are required to demonstrate what they have learned from the previous topics so that they can apply it on hands to their field of jurisdiction at work. Managers require all participants to proceed to their areas of responsibility to conduct a procedure. Stakeholders show how a certain procedure is done as taken from the discussions facilitated by the managers during the training period.
On the issue on does Human Resources (HR) needs a strategy? Yes, it does need a strategy, especially if the manager wants to promote a unique intervention to the involved stakeholder. The responsive conduct of the manager provides a reasonable nature for the company to follow proper instructions that fulfills their mission in the company. A strategy is the formulation of tactics by the human resources to a particular problem. Strategies limit the proliferation of undesirable consequences such as complications of work-related problems that impacts the productivity of the company. Examples are limitations with the performance due to psychological issues observed to several employees at the workplace. Managers observe the character of employees that provides a factor what the problem is all about. In this way, the human resources personnel detect concerns affecting the workforce of the company.
A strategy is associated with the application of factors. These are political factors that concentrates on ineffective policies that impacts the relationship of stakeholders and the consumers. A strategy is dependent on the performance of the company. This is brought about by the basis on the financial reports to determine if the production is efficient and meeting its demands. The strategy can target the marketing value of the company, in which it concentrates on the ability of the marketing personnel. For security strategies, the HR coordinates with the security personnel to help identify flaws that can beef up the company’s safety application. All strategies are initially made into seminar workshops because awareness is the key to generate the trust of the stakeholders. Awareness unifies the participation of the stakeholders so that they can start coordinating with the managers of the HR department. In this way, mitigation of problems improves the procedures and maintenance of responsibilities in their respective duties (Oesterdiekhoff, 2014).
Reference
Hale, Henry E. (2014). Patronal Politics. Problems of International Politics. Cambridge University Press. p. 49. ISBN 9781107073517.
Oesterdiekhoff, Georg W. (2014). “The Role of Developmental Psychology to Understanding History, Culture and Social Change”. Journal of Social Sciences. 10 (4): 185–195.
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