The foundation of any organization is talented and hardworking people who are the principal assets of any firm, especially one that is involved in providing consultancy services. It is an established fact that the growth of an organization requires a continuous infusion of quality staff and an organization can achieve its objectives only when it has the right person in right positions (Carlson, Connerley and Mecham 2002). But this is a continuous process that just does not begin and end with getting hold of suitable people and somehow put them on the company’ s payroll.
Even in a situation where only a single job vacancy might attract a few hundreds of applications, there is a challenge of selecting the most appropriate one. Freshly appointed persons might need orientation training to familiarize them of the way things are done in the organization. And, in case they have been selected only on the basis of academic qualifications and aptitude for learning, they might need training in specific skills as well. The employee’ s experiences during orientation and placement form their ‘ first impression’ of the organization. So, any organization, especially a service provider like us that is so very much dependent on the quality of human resources available at our disposal we should be extra cautious about ensuring that the new recruits get a very good “ first impression’ about our organization.
This would motivate employees and who does not know that a motivated employee is the costliest resource that an organization can ever possess. However, training and development are never restricted to new employees. Even existing employees, whilst on the job, need training for up-gradation of knowledge and skills and for preparing for higher responsibilities.
One should never lose sight of the acutely competitive market where we operate. It is absolutely necessary for our company to be well acquainted with cutting edge technology in order to remain at the top of the heap and this can only happen if there is a continuous system of training and development (Olaniyan and Ojo 2008).
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