NATURE OF TRAINING AND DEVELOPMENT
NATURE OF TRAINING AND DEVELOPMENT
In simple terms, training and development refers to the imparting of specific skills, abilitiesand knowledge to an employee. A formal definition of training & development is… it is anyattempt to improve current or future employee performance by increasing an employee’sability to perform through learning, usually by changing the employee’s attitude or increasinghis or her skills and knowledge. The need for training & development is determined by theemployee’s performance deficiency, computed as follows:Training & Development need = Standard performance – Actual performance.We can make a distinction among training, education and development. Such distinctionenables us to acquire a better perspective about the meaning of the terms. Training, as wasstated earlier, refers to the process of imparting specific skills. Education, on the other hand, isconfined to theoretical learning in classrooms
Web site reference: http://www.scribd.com/doc/10041934/HRM-Training-Development \ Published by Kunal Sarin
Strategic human resource management (SHRM) is an approach to the development and implementation of HR strategies that are integrated with business strategies and enable the organization to achieve its goals. In essence, strategic HRM is conceptual; it is a general notion of how integration or ‘fit’ between HR and business strategies is achieved, the benefits of taking a longer-term view of where HR should be going and how to get there, and how coherent and mutually supporting HR strategies should be developed and implemented. Importantly, it is also about how members of HR function should adopt a strategic approach on a day-to-day basis.
This means that they operate as part of the management team, ensure that
HR activities support the achievement of business strategies on a continuous basis, and are consciously concerned with seeing that their activities add value. Reference: bb-Amstrong_Handbook_ of
In simple terms, training and development refers to the imparting of specific skills, abilitiesand knowledge to an employee. A formal definition of training & development is… it is anyattempt to improve current or future employee performance by increasing an employee’sability to perform through learning, usually by changing the employee’s attitude or increasinghis or her skills and knowledge. The need for training & development is determined by theemployee’s performance deficiency, computed as follows:Training & Development need = Standard performance – Actual performance.We can make a distinction among training, education and development. Such distinctionenables us to acquire a better perspective about the meaning of the terms. Training, as wasstated earlier, refers to the process of imparting specific skills. Education, on the other hand, isconfined to theoretical learning in classrooms
Web site reference: http://www.scribd.com/doc/10041934/HRM-Training-Development \ Published by Kunal Sarin
Strategic human resource management (SHRM) is an approach to the development and implementation of HR strategies that are integrated with business strategies and enable the organization to achieve its goals. In essence, strategic HRM is conceptual; it is a general notion of how integration or ‘fit’ between HR and business strategies is achieved, the benefits of taking a longer-term view of where HR should be going and how to get there, and how coherent and mutually supporting HR strategies should be developed and implemented. Importantly, it is also about how members of HR function should adopt a strategic approach on a day-to-day basis.
This means that they operate as part of the management team, ensure that
HR activities support the achievement of business strategies on a continuous basis, and are consciously concerned with seeing that their activities add value. Reference: bb-Amstrong_Handbook_ of