Human Resource Management in 15 Lessons
(Sprache: Englisch)
Human resource is the most important asset of any organization and, unlike other resources, human resources can theoretically be developed and increased to a limitless extent. Human resources mean the energies, skills, knowledge and physical strength of the...
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Human resource is the most important asset of any organization and, unlike other resources, human resources can theoretically be developed and increased to a limitless extent. Human resources mean the energies, skills, knowledge and physical strength of the people at work. Human resources comprise the value of the productive capacity of the entire work force of any organization. To be specific and brief, human resource refers to the aggregate of knowledge, skill, experience and health of employees working in any organization. Development of human resources accounts for the development of the human side of an organization.Today, management is absolutely essential for all organizations, irrespective of their origin, nature and ownership. Every enterprise, established with a profit-seeking motive or some social, religious or other purposes, requires efficient management for its sustained progress. But management has been viewed differently by various scholars, depending upon their belief and comprehensions. Some regard it as the force that runs a business and is responsible for its success or failure. Others perceive it as a means for achievement of desired results through group efforts and by utilising both human and non-human resources. Still others deem management to be a process comprising planning, organising, staffing, directing and controlling. Also, some look at it as an instrument for designing and maintaining an environment conducive to the performance of individuals who are working together in a group towards the accomplishment of some predetermined objectives.
This study provides an overview on different aspects of human resource management in 15 lessons, explained by experts in this area.
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Text Sample:LESSON 7: EMPLOYEE TRAINING-NATURE, SIGNIFICANCE, METHODS AND TECHNIQUES:
INTRODUCTION:
Training is the process of increasing the knowledge and skills of an employee for doing a particular job. It is an organized activity designed to create a change in the thinking and behavior of people and to enable them to do their jobs in a more efficient manner. In industry, it implies imparting technical knowledge, manipulative skills, problem-solving ability and positive attitudes.
The purpose of training is to enable the employees to get acquainted with their present or prospective jobs and also increase their knowledge and skills. Training makes new employees more productive and efficient. It makes the old employees familiar with new machines and techniques by refreshing their knowledge. Training job is never finished so long as an organization remains in business. Thus, training is an on-going or continuous process. Training is effective only when it is properly planned and effectively executed. Training methods must be appropriate to the level of employees, the nature of tasks and the purpose of training. The effectiveness of a training programme should be evaluated so that necessary improvements may be made in it from time to time.
MEANING OF TRAINING:
Training is a short-term process utilising a systematic and organised procedure by which non-managerial personnel acquire technical knowledge and skills for a definite purpose. It refers to instructions in technical and mechanical operations, like operation of some machine. It is designed primarily for non-managers, it is for a short duration, and it is for a specific job-related purpose.
NEED OF TRAINING:
Systematic and scientific training is the cornerstone of sound management. In the absence of a formal training programme workers learn by trial and error or by observing others. This process involves a lot of time and money. Moreover, the workers are likely to pick up wasteful methods and practices
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that may cause accidents. The need for formal training has increased due to rapid technological changes which make the methods and techniques of production obsolete. New skills and aptitudes are required to operate effectively the new techniques and equipment. Workers have to be trained for new jobs and for handling the present jobs more effectively. New employees must be trained properly so that they may become efficient. Existing employees have to be trained for taking up higher level jobs. Training is useful not only for the organizations but also for advancement to the employees. Money spent on training is an investment in human assets. A skill acquired through training is an asset for both the enterprise and the employee. In fact, in modern business, "no organization can choose whether or not to train employees, the only choice left to management is whether training shall be haphazard, casual and possibly misdirected or whether it shall be made a carefully planned part of an integrated programme of personnel administration". [...].
TRAINING FOR DIFFERENT EMPLOYEES:
The employees who are to be trained can be of different types and each type would require a different type of training.
Unskilled workers are given training in improved methods of handling machines and materials. The objective here is to secure reduction in cost of production and waste. Training is given on the job itself, by immediate superior officers.
Semi-skilled workers require training to cope with requirements arising out of adoption of mechanisation, rationalisation and technical processes. Training is given by more proficient workers, bosses or inspectors. It may be given either in the section or department of the workers or in segregated training shops.
Skilled workers are given training through apprenticeship in training centres or in the industry itself.
Salesmen are trained in the art of salesmanship, in handling customers, planning their work, and facing challenges of market place.
TRAINING FOR DIFFERENT EMPLOYEES:
The employees who are to be trained can be of different types and each type would require a different type of training.
Unskilled workers are given training in improved methods of handling machines and materials. The objective here is to secure reduction in cost of production and waste. Training is given on the job itself, by immediate superior officers.
Semi-skilled workers require training to cope with requirements arising out of adoption of mechanisation, rationalisation and technical processes. Training is given by more proficient workers, bosses or inspectors. It may be given either in the section or department of the workers or in segregated training shops.
Skilled workers are given training through apprenticeship in training centres or in the industry itself.
Salesmen are trained in the art of salesmanship, in handling customers, planning their work, and facing challenges of market place.
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Bibliographische Angaben
- Autor: Annamalai Murugan
- 2017, 252 Seiten, Maße: 15,5 x 22 cm, Kartoniert (TB), Englisch
- Verlag: Anchor Academic Publishing
- ISBN-10: 3960671911
- ISBN-13: 9783960671916
- Erscheinungsdatum: 03.11.2017
Sprache:
Englisch
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