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SpinDistribute.com Article Directory

The following article was published in our article directory on December 19, 2011.
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Human Resource Management: Addressing Change through Training and Talent Management

Article Category: Shopping

Author Name: chickie maxwell

Competition compels change in business organizations. Failure to make change possible in your organization when competitors made an important step to break away from the pack is suicide. Though it may sound utterly commonplace, change is definitely the only permanent thing in the world. Business firms are not excused from this general rule. Once your closest opponent in the business niche embraces a new technology or process, you will be left out of the race if you do not shift gear towards a direction that will strengthen a crucial element of your organizational efficiency.

Human resource management takes care of change in organizations. Since business firms institute change to improve one or more elements of either their operation or their financial performance, training is a universal remedy that organizations can not do without. Revolutionizing a manufacturing technology in terms of new equipment requires training for the operators and everyone else whose tasks revolve around the new equipment. Likewise, modifying an operational procedure to improve production efficiency necessitates training for all employees involved in the process. Training provides human resources the opportunity to acquire or enhance their capabilities in carrying out the tasks corresponding to their respective tasks in the organization.

Training is, therefore, an on-going activity in organizations and a permanent fixture in the strategic arsenal of human resource management. In the US, approximately a thousand dollars of the company budget is allocated for each employee annually, which can roughly be translated to more than a hundred billion dollars each year. Businesses put in a big amount of their capital for training their employees because training is one of the reliable ways of potently addressing change. Both hard skills and soft skills have been the object of training packages launched by organizations. Thus, business firms build competitive edge by keeping their people abreast of both knowledge and technology to enhance their work proficiency .

It should, however, be remembered that the training function of human resource management is not confined to changes outside the company, but to internal changes , as well. Another role of the human resource department is managing the company's pool of talents to make certain that the right people are ready and competent to handle new roles when the need arises. Since workforce planning is well within the scope of the human resource department, talent management concentrates on the demographic background of the firm, particularly the observed decline among the middle age bracket all over the US. As the seasoned employees and managers come close to retirement age, the company should be kept assured that there are always people on stand-by who can assume their posts when opportune time comes .

Training benefits both the employees and the business organization. Evidence-based training success stories reported the following individual and team outcomes: ability to innovate, boosted self-management capability, enhanced skills, improved performance, improved role flexibility, etc. Individual outcomes are thus, translated to company outcomes in terms of the following benefits: enhanced effectiveness and productivity, better quality output, increased profitability, and increased social capital. Human resource management is a tough, but very rewarding task. It is a dynamic responsibility which requires continuous efforts and unwavering dedication. It may well be the most splendid role in the organization, as well, because human resource management deals with change by making the most out of every talent in the organization.

Keywords: human resource management

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