HUMAN RESOURCE MANAGEMENT

Let me give you some general ideas because I cannot really describe all training programmes that are offered in my organisation.

In the organisation that I work for, there are training programmes for managers, supervisors and other soft skills training for non-managers and non-supervisors. Managerial training programmes include leadership and management, crisis management, change management, performance management, conflict management, cost control, and so forth. Supervisory training programmes include staff motivation, communication skills, time management, problem solving, decision making, and so forth. Soft skills training includes PC applications, English, Putonghua at various levels, and so forth.

Benefits for employees
(1) They all receive a training manual. It covers the learning materials of the training programmes and will be a useful reference for future review.
(2) Since class discussion often complements with training, this provides an opportunity for employees to share their experience with and learn from one another, as well as the trainer.
(3) They are able to apply what they learn from the training programmes back on the job. For example, managers acquire leadership and managerial skills, are able to deal with crises more effectively and are able to better manage their subordinates. Supervisors acquire the necessary supervisory skills, are able to prioritise their work and feel more confident in making decisions. Non-supervisors become more competent with PC and languages.

Benefits for the employer
The focus is on organisational results which are difficult to quantify. As a result of leadership and managerial greatness, subordinates feel motivated. Staff turnover and absenteeism are low. As a result of better time management, decision-making and better mastery of IT, work efficiency and productivity increase.
However, the employer has to sustain the desirable changes in employees’ behaviour after training. It is recommended that the knowledge and skills acquired from training be incorporated in the appraisal system.

Conclusion
Training programmes that are effective in one organisation may not be copied to another because the vision, core values and objectives of the two organisations may be entirely different. Before designing training programmes which are going to benefit employees and the employer, a training needs analysis for that particular organisation is absolutely necessary.