Introduction
Human resource based training will play critical role into the manpower excellence as only source of ideal performance on the employees, and have the assurance that HR roles and functioning are served interactively due to the presence of HR training process into the work environment. For the employees and the HR team, continuous training will be preparing for the best performance skills and abilities of the management and the overall parties involved in the organization.
HR based training then allows an integral part of the human resource policy to be executed in proper quorum. Training helps boost high levels of performance in the human resource areas as training assume a wide set of HR related activities has adhere to facilitate attitude, skills as well as knowledge among employees and training truly improved job performance and has contributed to the achievement of HRM planning and goals to realize.
Body – HR training the best solution and affect positive on employee performance
Training is indispensable and is strategically driven taking ample account to the positive performance of employees that links to skills formation, enhancing of abilities, initiatives put into the work area. Training is best in keeping constant updates and monitoring of knowledge facets wherein logical coherence and reasoning will put a strong outcome application on training and how it is provided, adopted and performed in the human resource base (Lynton and Pareek 2000).
Training leads to the effective position and stature that demonstrate why human resource management (HRM) decisions are likely to have an important and unique influence on organizational performance, training matters and kept updated every now and then. HR based training will help advance some research on the link amid HRM and business oriented performance put in people management and human capital systems such as incentives and awards.
HR training will lead to the identification of core performance pattern that keeps the overall management intact and worthy of recognition and leveling as there allows high gear on HR performance as training execution will intend to help body of knowledge ideal for both theory and practices in manpower determination (Noe, Hollenbeck, Gerhart and Wright 2000; Lynton and Pareek 2000). Training relates to the extent of HR practices affecting several performances at the employee level since, performance is multi faceted and complicated concept, HR training outcomes will be used as mediating factors between HR practices and employee performance due to training success. Several researches has been driven by the perceived need to reform the public provision of training to create a more highly skilled national workforce upon which enterprises can draw to improve their competitiveness. Little has been known about the demand side (Noe 2002). To be specific, process of training within the enterprise, while often maligned publicly as being low in quantity and quality, have remained relatively unexplored. There report several known determinants of human resource training into certain range of public or private sector enterprises and the setting of unique documentation of some training arrangements that exist within contemporary HR centered businesses. There provide extensive development and training to keep ground on HRM roles and culture as there maybe experiencing of ineffective training programs hampering positive growth on employee performance (Noe 2002).
Conclusion
Therefore, it can be not uncommon for the HR managers to be skeptical of the value of training. High performance organizations develop an extensive array of employee training and management development programs, configured in a strategic plan, to strengthen the competencies of its human resources. Moreover, HR authorities measure certain results and make adjustments necessary to insure training oriented performance outcomes. However, the challenges and prospects of HR training practices have to be critically known in the performance analysis and environment within which HR training and practices do operate and well conducive in maximizing impact of HR training practices on employee performance.
References
Lynton RP and Pareek U (2000) The human resource development Handbook. London UK, Kogan Page Ltd.
Noe RA, Hollenbeck JR Gerhart B and Wright PM (2000) HRM: Gaining a competitive advantage, 3rd edition Boston, MvGraw Hill
Noe RA (2002) Employee Training and Development, 2nd edition. NY: McGraw Hill
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