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The effect of training & development on employees
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Recommended: The effect of training & development on employees
What is it our company can do for yours? This is the motto of an organization devoted to outsourcing. These days no good company has done without some amount of outsourcing. Outsourcing is a cost saving method that companies employ by utilizing less labor and overhead in house. Instead companies pay much less to an outside firm to handle some of the duties that are more menial in nature, but important enough for management to consider necessary. To that end, just about any task can be outsourced, including the Human Resources Department. Through the use of Human Resources outsourcing firms save money on things such as: benefits administration, total absence management, defined benefits, 401k, etc. There are firms who outsource the entire Human Resources Department through programs called Direct HR or Total HR Management. Epson, in an online article for allbusiness.com states, “Some HR outsourcing firms are generalists, offering a wide variety of services, while others are specialists, focusing on specific areas such as payroll or recruiting. Depending on the size of your business and how much control you want to maintain over HR functions, you can either outsource all your HR tasks or contract for services a la carte (www.allbusiness.com).” Internal HR Consultants advise management as to whether or not HR outsourcing is necessary and beneficial for the firm. External HR consultants from these outsourcing firms demonstrate the benefits of HR outsourcing and why they should choose the organization the consultant is promoting.
These consultants need training and development throughout the life of their career. The impacts of training and developing employees to enhance the individual and organizational human capital will be discu...
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...ssay would be the myriad impacts of developing employees in general. Those impacts are: greater buy in by the employee due to their renewed desire to learn about the company, greater performance based on employee buy in, and impetus for the employee to drive company progress forward.
Works Cited:
1. What is HR Outsourcing. (2004, October), www.allbusiness.com.
Epson.http://www.allbusiness.com/human-resources/workforce-management-hiring/380-1.html
2. HR Consultant at Mercer HR Services, Extranet, http://www.mercer.com/servicestopic.htm?topicId=140200016&siteLanguage=100
3. Hewitt Associates; Mid- and Large-Size Companies Adopting Full Range of Hewitt's Outsourcing Solutions to Increase Efficiency and Lower Costs. (2010, January). Technology & Business Journal,116. Retrieved February 21, 2011, from Career and Technical Education. (Document ID: 1944383891).
Outsourcing simply means acquiring services from an external organization instead of using internal resources (Butler, 2000). By using outsourced resources, organizations can gain a competitive advantage by utilizing contingent staff to accomplish strategic goals without incurring the fixed overhead. By focusing on the leading edge and highly specialized skill sets, outsourcing providers can often offer higher quality services, or at a lower price than the client organization. Typical reasons for outsourcing go beyond simple contingent staffing. Outsourcing providers are able to maintain economies of scale with regard to specialization (...
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Outsourcing is a technique for companies to reassign specific responsibilities to external entities. There are several motivations for outsourcing including organizational, improvement, cost, and revenue advantages (Ghodeswar & Vaidyanathan, 2008).
This method also empowered the employees giving them an opportunity to increase their skill levels and an opportuni...
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174
Organizations’ other resources can be hired, retained and discarded at any time but human resources needs special treatment. It needs to be carefully hired, deserve an extra effort to retain it and requires training & development to upgrade and improve its capabilities. Other resources depreciate with the passage of time but when the human resource gains more and more experience, it becomes more beneficial for the organizations. These characteristics have brought human resources to be the central element for the success of an organization. (Mohammed, Bhatti, Jariko, and Zehri, 2013, pg. 129, para. 2)
Kibbe, C. (2004, 07 09). Outsourcing: the good, the bad and the inevitable. New Hampshire Business Review, pp. 1A-21A.
Tracey, W. R. (1994). Human resources management & development handbook. Amacom books. Retrieved from EBSCOhost.
Training and development is essential to employee’s retention, loyalty and overall satisfaction. When employees feel there is opportunity within a company and diversity leading the way employees pride and productivity is enhanced.
Training is an integral part of any organization’s development and is an ongoing process. Training programs will vary according to the position held within a company. “Training is a learning experience that seeks a relatively permanent change in individuals that will improve their ability to perform on the job” (DeCenzo & Robbins, 2007, p. 223, para. 1). Good organizations can be linked with the training and development of good employees. Any organization’s success in growth and innovation is dependent upon the talent, motivation, and leadership of its employees. Efforts made to recognize the value of each employee and the job he or she performs will contribute to a workplace environment that inspires, supports, and rewards employee development.
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174
A disciplined approach to management eying leading employees, improving the management team and building the business strategy. Instead of treating each problem as a one off. They design systems and structures that make it easier to handle in the future. (Techrepublic, 2015) 2.2. Risk of exposing confidential data: When an organization outsources HR, Payroll and Recruitment services, it involves a risk if exposing confidential company information to a third-party Synchronizing the deliverables: Some of the common problem areas include stretched delivery time frames, sub-standard quality output and inappropriate categorization of responsibilities. At times it is easier to regulate these factors inside an organization rather than with an outsourced partner Hidden costs: Although outsourcing most of the times is cost-effective at times the hidden costs involved in signing a contract while signing a contract across international boundaries may pose a serious threat Lack of customer focus: An outsourced vendor may be catering to the expertise-needs of multiple company at a time. In such situations vendors may lack complete focus on your organization 's tasks. 2.3. 1.Know the
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Education: broader content of employee development over the working environment. This could be related business and managerial programmes such as Business Administration course or MBA. Such education is specified by ...