Many focusing on the current position of an

Many organizations want to improve their productivity levels in order to be competitive. There are a number of factors that may influence organizational performance, including external factors such as the macro environment and internal factors such as human resources management strategy, organizational culture, leadership and management styles. However the organizations need to possess their productive employees. A very important resource of an organization is Human Resources. One main field of the Human Resource Management function of major relevance to the effective use of human resources is training and development (Shen, J., 2004). Efficiency and effectiveness of an organization and their employees can be achieved through training. Training is the most important factor on employees’ performance. Furthermore, employee development is an extensive element to the training, the main factor in creating human capital. Long-term productivity will be determined of an employee’s behaviour (Nel et al 2004). While training is focusing on the current position of an employee, development is forming the employee for future workplace requirements. Training and performance is often utilized as a way to decrease the difference between the present performance and the possible prospective performance. A crucial function of the human resources management is training and development which belongs to the human resources development function (Weil & Woodall 2005). The whole point of this operation is to identify the specific areas requiring intervention in training and development, and further on, to organize and implement the appropriate actions that meet those needs. Consequently outcome evaluation is performed and conclusions are drawn in respect to the action taken (McCourt and Eldridge 2003, 237). Guest (1987) stresses, that HR policies are vital in order to assure the assessment of the employees’ performance which secures the accessibility of training and development. The organization is capable to determine development shortcomings with the support of assessment reports and their results. Yet, through the assessment process, the candidates themselves can help to point out their lacks, in order to have advanced development.
2.4 Training needs and performance assessment
Training needs assessment is a continuous procedure of data gathering and selection in order to identify training needs, subsequently developing a training program so the organization is able to meet its objectives. Carrying out a needs assessment is essential to the achievement of a training program. Frequently, many organizations will create and perform training without first conducting a needs analysis. These organizations fall victim to the practice either to overtrain or undertrain, even sometimes not to train at all (Brown, 2002).
There are various techniques for recognizing issues to be solved through efficient training. It also becomes evident that professionals are becoming able to recognize their systematic needs in regards to training. One or more of the following methods should be used, namely group discussions, questionnaires, interviews, content analysis of jobs. It is also worth keeping in mind, that each organization should have a tailored approach which suits themselves the best (French, 1987 cited in Bediako, 2009).
Human Resource professionals and managers should remain caution to the sort of training that is required, who requires them and which kind of methods will be the best to transfer Skills, Knowledge and Abilities to the staff.

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