Human Resorce Menagement

In today’s workforce, training and development systems or programs have become critical features. These systems often have diverse goals. Perhaps, the primary objective is to provide a new employee with the skills necessary to adequately perform his or her job. Even college graduates must generally be taught the specific tasks that will be required in the individual organization. Development issues are also prominent during the course of an employee’s tenure with a company. When new technologies become available the employees must receive training in order to learn additional skills. Given the numerous legal rules by which employees must conduct themselves, training and development in such issues as discrimination and appropriate conduct between the two sexes may prevent expensive lawsuits. Additionally, by training workers to be culturally sensitive, they become better suited to global commerce (Stumpf, Watson, & Rustogi, 1994). Appropriate methods of maintaining safety also becomes vital material in training and development systems in occupational workstations that are potentially hazard. Thus, whether training and development consist of a department or an individual, most o

While many organizations provide training for both their internal and external customer, there are some organizations that request local trainings services to do their training for them. For example, the Honda plant in Alabama has contracted with the Alabama Industrial Development Training and the Department of Industrial Relations to perform the training of new employees (Grossman, 2002). The positive feature of this is that it reduces costs for Honda, but at the same time, Honda has no control over the quality of the training, which could be an important negative consideration in the competitive car market.

Thus, in comparing four types of training organizations, customer training of Lotus, Corel, and Microsoft, internal customer training of Apple, the external training program of Honda, and the training and licensing programs of the Health Insurance Association of America, there can be seen many positive and negative aspects in training and development. By far, Apple appears to have the most positive features in that it has been developed and redeveloped upon the needs of their employees and is highly customized. The training program that probably has the most negative features is the one that Honda participates in. Ultimately, they have little control over the quality of the employees that come to work for them. The Health Insurance Association of America also has the drawback that once an individual is licensed, there is little opportunity for the individual to ask questions or seek advice. But this system has the positive feature of training numerous individuals from across the country.

rganizations will determine such a need existing in their company. Unfortunately, some companies often feel the need to cut back on training programs even though

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