Human Resource Management

Article Synthesis, Point of view, problem statement and Objective


Employee training and development is an important function of human resource management. In training, the managers first uses discretion to identify the training needs of the people working in the company and planning for their training. According to the article, training is often associated with a great deal of expenses with most companies spending millions of dollars in the training activities(Desmet, Monica, & Schwartz, 2010). However, the effectiveness of training is dependent on several key points as discussed in the case study.

First, the management must convince the employees to view training as necessary. This entails enforcing a positive learning culture and environment that will challenge and encourage employees to learn. Secondly, harmful mindsets must be identified and uncovered to ensure that there is as little resistance to learning as possible. Thirdly, the leaders of the organization and of the people must be involved in the decision making process related to employees training. This way, training is easily accepted and the chances for success are increased. The fourth point to consider in training is to ensure that there is the best environment in the workplace to practice the new skills. With a good environment, change is possible as the unfreezing and refreezing phases are effected. Lastly, human resource manager must come up with strategies to monitor, evaluate and measure the impact of the training through behavioral change and performance measuring(Desmet et al., 2010).

Point of View

The perspective of this article is that whereas training of employees is a crucial aspect of human resource management, strategies must be put to ensure that there is adequate physical, financial and structural preparation to ensure the success of the training.

Problem Statement

The author of the article identifies that most companies are wasting so much money on training that is not effective due to the lack of strategies and preparation. Companies are therefore not getting enough from trainings.

The Objective

The objective of this article is to ensure that organizations are able to improve the results obtained from training programs.

Analysis and Assumptions

This article has focused on improving the efficiency of training and development in organization. The most important section of this article is the highlight of the steps that the management should consider before and after undertaking training and development. The author of the article consistently assumes that the all organizations have a similar training strategy throughout various industries.

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