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The Arguments for and against the Influence of Legislation on Employee Development

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Vocational development helps individuals to realize and advance their self-concept, which results in better performance at the workplace. In the UK, training of employees is one of the most important HRD practices. Employees normally receive on the job and off the job training to enable them to enhance their performance in an organization. Through proper training, it is possible for organizations to have proper staffing and to improve retention. Training normally ranks high among the benefits sought by employees and by giving them these training opportunities, organizations contribute to their job satisfaction and motivation.

Employees can gain formal training through conferences, workshops seminars, and classes. They can also get informal training through on-the-job experience. Many companies in the UK are offering cross-training, special projects as well as job shadowing (Towers, 1996). These training activities are very effective for career growth and they are also quite cost-effective. On the job training involves training activities that employees can undertake while they are still working. This form of training is convenient for both the employer and employee since no duties will remain unattended to.

Another form of employee development that is slowly gaining momentum is computer-based self-instruction. This allows the employees in an organization to learn in a convenient manner, that is, the learning process does not in any way interfere with their work schedules. There is also the other matter of mentorship for development. There are various professional societies and civic groups with which employees can network with for mentoring opportunities (Stewart, Rigg and Trehan, 2007). Employees who take part in the mentoring programs offered in these organizations have opportunities to expand their horizons and advance their careers in more ways than one.

Some organizations also offer tuition reimbursements to their employees to enable them to undertake classroom learning and training in classes, universities, and colleges. In the UK, the government’ s role in the running of HRD affairs can be direct or indirect.  

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