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People Resourcing Essay Example

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People Resourcing

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Once effectively completed within the framework of an overall professional development program, training and development rolls on to succession planning which can help employees to be earmarked as eligible for a better role within the company. More reasons to deploy a training and development program can include the testing of a new operations programme or a new management system or even to train individuals to handle a specific situation within the company (McLagan, 1989).Training and development encourages employee retention and cultural adaptability as the employees are given continuous exposure to new developments within the organisation that have either taken place, or about to be enacted by the management. Many organisations that develop in-house training programs for their employees do so to achieve two main goals. The first is to improve the level of employee retention through the acceptance of the cultural environment of the organisation. The second is to improve the skill set which the employees come with in order to make them more productive (Armstrong, 2000).To achieve these specific goals, core training can be tailored to enhance diversity as it can be considered a competitive advantage for the organisation. Diversity training may be used to make employees accept each others views and beliefs thus leading to less friction between employees and giving them common grounds to work towards the betterment of the company. Diversity gives them a new viewpoint with which they may give more value to different cultures around the world and respect how people may have different perspectives on the same topic. Training in diversity creates a more comfortable environment for the entire workforce and employees’ performance may be enhanced with reference to people resourcing (Marchington & Wilkinson, 2002). Diversity training can also be supported with communication development within the workforce where they can learn to adapt and accept a variety of languages and customs.Organisations are not just culturally diversified but have also become open to both the sexes especially when it comes to higher levels of management which were previously often largely dominated by men. However, with this diversity other issues such as sexual harassment or unequal salaries may be observed. Many successful organisations try to incorporate sexual harassment training into their core development programs to discourage

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Works Cited

Armstrong, M. 2002, Employee Reward, CIPD Publishing

Armstrong, M., 2000, Strategic Human Resource Management, Kogan Page

Gilley, J. & Eggland, S. 1989, Principles of Human Resource Development, Addison-Wesley

Johansen, K., et. al. 1996, The Business Focus of HRD Leaders: a picture of current practice, 1996 Academy of Human Resource Development Conference,

Kirkpatrick, D. 1983, A Practical Guide for Supervisory Training and Development, Addison-Wesley.

Landale, A., 1999, Gower Handbook of Training and Development, Gower Publishing Ltd.

Marchington, M., Wilkinson, A., 2002, People Management and Development: Human Resource Management at Work, CIPD Publishing

McLagan, P. 1989, ‘Models for HRD Practice’, Training and Development Journal, vol. 43, no. 9, pp. 49-59.

Pilbeam, S., Corbridge, M., 1992, People Resourcing: Hrm in Practice, Financial Times/PrenticeHall

Rouda, R. & Kusy, M. 1995, Needs assessment - the first step, Tappi.

Stout, D. 1995, Performance Analysis for Training, Niagara Inc.

Taylor, S. et. al. 2003, People Resourcing, Chartered Institute of

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preview essay on People Resourcing
  • Pages: 12 (3000 words)
  • Document Type: Essay
  • Subject: Unsorted
  • Level: Undergraduate
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