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Posted on April 20th, 2014, by

It is known that in order to succeed in the competitive market, it is very important for any business organization to provide effective training and development to employees. According to Alan M. Saks and Robert R. Haccoun, training and development can be viewed as the major tools for attracting and retaining talented employees at different levels of the organizational structure, “especially for those who are under the age of 30 and who consider that their career growth and professional development are more important than salary” (2011:8). It is not a secret that for many business organizations that effectively operate in the competitive market, training is the tool number one. Those organizations that fail to provide training opportunities to their employees will not be able to attract new employees and retain current ones. Training and development in organizations is one of the functions of human resource management that promotes and supports employees’ learning and training in the workplace. Many business organizations offer special training and development programs to retain their employees. One of these organizations is DHL, a part of the world’s leading Logistics Group, Deutsche Post which operates practically in all countries of the world. The divisions of DHL provide effective international mail services, logistic services, including air and ocean freight, road and rail freight in Europe, warehousing and distribution services and provide specific solutions through the supply chain services (DHL. Official Website. 2012).

The major goal of this paper is to discuss the appropriate training methods at different levels of the organizational structure giving examples from DHL. This paper also includes a description of the benefits of training and development in organizations and an explanation of the important aspects to consider when engaging in training and development.

The role of people management activities in business

The role of people management activities in business is vital. As a rule, Strategic Human Resource Management integrates people management activities with the organization’s strategic planning and implementation. Human resource managers not only recruit, motivate and retain employees, but also ensure that employees’ development issues are addressed systematically and properly. Any business organization is composed of people and uses their services, talents and ideas in its own way, developing their business skills, motivating them to improve their performance and ensuring that these employees remain committed to the organization (Price, 2011).

Human resource managers use different approaches to people management. These approaches are based on a number of management theories, which include management by objectives, contingency, leadership, organizational development and corporate culture, and strategic development, according to Alan Price (2011). It has been found that in the UK, “the influence of industrial psychology persisted in Alec Rodger’s slogan ”˜fitting the man to the job and the job to the man.’” (Price, 2011:10). This fact means that fitting the man to the job can be done through employees’ selection, occupational guidance, and training and development, while fitting the job to the man means the use of rewards, equipment and methods design, and through design and negotiations of working conditions.

In addition, it is necessary to refer to the key concept of people management ”“ the concept of unitarism, which describes the fact that every employee in organization is a member of a team with a common goal. This concept means that all employees should share the same goals and “work together harmoniously” (Price, 2011:11).

The benefits of training and development

The benefits of training and development to organizations

            It is known that today many business organization pay special attention to training and development processes. Those organizations that invest in training and development programs “benefit in many ways that ultimately help an organization to obtain a sustained competitive advantage,” according to Alan M. Saks and Robert R. Haccoun (2011: 7). As the major goal of any business organization is not only to survive in the competitive market, but also to prosper, training and development can help to achieve the established organizational goals. In many cases, training is linked to the organization’s strategy and can be viewed as a strategic activity. By providing the employees with the appropriate technical, communication or problem-solving skills, the organization will hold better position to achieve strategic success. In addition, trained employees can perform their duties better, make fewer mistakes, and have more positive outcomes. The most important fact is that those employees who are well-trained produce services of high quality and have positive impact on the organization’s competitiveness and effectiveness. Many organizations develop and implement special training and development programs to retain their employees.

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