Human Resource Management and Training

This assignment provides a comprehensive overview of human resource management (HRM) and its significance in contemporary organizations. It delves into the various aspects of HRM, including its role, purpose, and importance. Additionally, it discusses training methods and their impact on employee performance and organizational success. The assignment also touches upon the influence of technology on HRM practices and provides resources for further learning.

Human Resource
Management For Service
Industries

table of content
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Analyse the role and purpose of human resource management.................................................1
1.2 Justify a Human Resources Plan based on an analysis of supply and demand.....................3
TASK 2 ...........................................................................................................................................4
2.1 Assessment of the current state of employment relations in the British Airways................4
2.2 Employment law affects the management of human resources within British Airways......5
TASK 3............................................................................................................................................6
3.1 Discuss a job description and person specification...............................................................6
3.2 Compare the selection processes of British Airways (Cabin Crew) and Transport
.....................................................................................................................................................8
for London...................................................................................................................................8
TASK 4............................................................................................................................................9
4.1 contribution of training and development.............................................................................9
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human Resource Management manage workers in an organization. It trains, hires,
motivates and can fire employees. Staffing, designing work, employees’ compensation, benefits
are some major areas of human resource management. Here, brief study is about British
Airways. In UK, it is the largest airline base on fleet size (Bailey and et.al., 2018). It was
founded in 1974. The study will define, purpose and role of human resource management. It will
also explain human resources plan based on an analysis of supply and demand. This report will
explain the current state of employment relations industry. Report will also lay emphasis on
employment law affects the management of human resources. Furthermore, Describe job and
person specification. It will compare the selection process of different service industries
businesses and will explain the contribution of training and development activities to the
effective operation.
TASK 1
1.1 Analyse the role and purpose of human resource management
Human resource management of British Airways includes practices that help to deal with
candidate in different phase of employment cycle. It recruits those candidates who justify
particular post.
Role of Human Resource Management There are some roles and responsibility that
HRM has to fulfil for British Airways. HRM has to recruit candidates, create, manage,
1
Illustration 1: role of HRM
Source: (Role and purpose of HRM, 2014)

implement services and policy which are important for industry (Collings, Wood and Szamosi,
2018).
 HRM makes plans and estimates what number of candidates will require for particular
post and what kind of skills are needed for that post. For that, HRM has to be clear about
objectives and vision of industries and according to that forecast the plans. That will help
BA to get right direction for achieving goals.
 HRM has responsibility to organize development and training session for both the
current employees to improve themselves and for new employees to know and learn
responsibilities towards their posts. It will benefit British Airline to fulfil objectives.
 To obtain high level performance BA should encourage its staff members. For achieve
goal of industry, selection and recruitment of applicants carried out. Employees should
provide proper training that help to gain British Airways goals or competitive advantage
can be achieved by human resource functions. Make effort to frame lucrative salary
structure that engage many employees towards British Airways. Human resource
management has to offer employees secure and positive workplace that contributes to
industry success.
Purpose of Human Resource Management
Human Resource Management has purpose to achieve goal and objective of
British Airlines. It can fulfil purpose of industry by increasing productivity, profit, effectiveness
of workers (Nankervis and et.al., 2016).
To Improve Productivity: Main purpose of HRM is to improve and increase
productivity of British Airlines. For that management has to recruit candidates who can justify
duties and responsibilities of post. HRM also has to improve its recruitment process to hire
qualified candidates (Human resource management, 2014). If well-qualified employees will
work with British Airlines, productivity instinctively increase.
To Improve Quality of Work: To improve quality of work HRM should ensure about
working environment. For example, workers are getting positive workplace or not, by giving
them flexible working hours, adjust proper lighting in office, by encouraging and motivating
them and by providing employees beneficial compensation, health and safety policies. These
factors will help BA to improve work quality.
Impact of HRM purpose and function on organisation
2

Hrm practices and functions help BA to improve the quality of employees work in BA.
With the help of Training session organisation can enhance the morale of workers, improve skill
and knowledge about customer service. Due to this, BA staff can bring more effective service to
their customers and make their experience tremendous so that customers will rebound to give
preference first to BA service.
Soft and Hard HRM
Soft human resource management is which the workers are considered as an important
resource for firm’s growth.
Hard HRM treats employee's simply as the resource of business. They are not been
appreciated and valued by the firm who are using Hard HRM.
1.2 Justify a Human Resources Plan based on an analysis of supply and demand.
Analysis of demand and Supply
Analysing demand and supply involves determining the numbers and kinds of personnel
that an organization will need at some point in the future. Most managers consider several factors
when forecasting future personnel needs. The demand for the organization’s product or service is
paramount. Thus, in a business, markets and sales figures are projected first. Then, the personnel
needed to serve the projected capacity is estimated Human Resources plan identifies the need of
industry. It analyses forecasts future requirements, current human resources etc. It makes link
between strategic planning and management by controlling and monitoring process in British
Airlines. (Bratton and Gold, 2017). To deliver the new flight service to Madeira, firm will
require at-least 10 staff members to serve the interest of consumers who are travelling. In order
to deliver the flight on timely basis British Airways will require staff members to perform their
duties for 10 hours a day with which flight can land on Madeira on time. Staff members will
have clear job roles like for example firm will appoint air-hostess, airline administrative support,
operation agent and many more.
Resourcing Strategy: Resourcing strategy has aim to expand competitive benefits with
help of staff members and it will defend-able for longer time. BA is suffering from increased
staff turnover, with the help of resource strategy it can manage its staff via providing essential
services. Considering this, BA can increase its productivity and can lessen the staff cost.
3

Scenario Planning: Scenario plans are made to implement an idea for completing goal of
British Airlines. It examines possibilities to address some of shortcoming strategies to see the
future. These plan must be made according to the staff turnover and they should be flexible to
adapt changes in the scenario. HRM must make strong plans to get the best opportunities
(Bratton and Gold, 2017). This must be planned by analysing the needs and demands of each 10
members according to their job role.
Forecasting Demand and Supply: For expanding plans British Airlines must familiar to
demands and needs of people. To gain competitive advantage BA has to manage employee
retention by maintaining staff turnover. BA can forecast plans on basis of present and future
strategies that is based on employees' sustainability. Human resource can be done insertion on
the basis of exiting supply and demand in the market place. Firm has analysed that 10 staff
members will be required to perform the job, so they must meet up all the demands made by
consumers.
Analysis for Labour Turnover: labour turn over can be analysed by calculating number
of employees who are leaving their the industry during a period. It is important to measure
labour turnover because it gives complete knowledge about effectiveness of human resource
management system. This analysis helps to arrange human resource plans that is cost effective
and gives competitive advantage to British Airlines (Brewster, Chung and Sparrow, 2016). In
order to reduce turnover, firm needs to make sure that all the 10 members are satisfied.
Analysis of Work Environment: It is important for BA to create positive workplace that
would help to obtain skill and capabilities. This analysis includes employees’ preference, worker
work practices hazards and risks, identify opportunities to create positive work environment.
Positive workplace helps employees to improve their performance and to enhance abilities.
Productivity: productive work place can be created by teamwork and a shared vision of
industry. There should be willingness in employees to keep investing and learning in skill. To
gain competitive advantage, it is mandatory to increase productivity. By reducing cost of
employees BA can boost its profitability.
Retention: British Airlines are reducing employee cost but other are giving their
employees better compensate. Retention has become challenge and risk for BA. To lessen this
risk, British Airlines should provide workers opportunities that help to grow their skills, build up
good career. Providing these offers, employees can remain in the BA for long time. Like for
4

example If firm already have 8 employee's then they only need to retain 2 more members by
properly analysing demand and supply.
Analysing Operational Effectiveness: Operational effectiveness allows BA to better use
of inputs like, developing better products, reducing defects in products etc. This analysis
arranges competitive benefits by process of high productivity among workers and low cost.
Analysis of employees effectiveness is based on regulatory that is crucial for strategic plans of
British Airlines (Brewster, 2017). All the 10 members must be efficient during there working
hours.
External and Internal factors influencing human resource planning
Internal factors like organization structure lays impacts on the human resource planning, as while
analysing the demand and Supply British Airways needs to form structure according to the need
of employee's.
External factors like government rules and regulations also lays impact on the human resource
planning, firm needs to consider the laws while hiring, training and recruiting employee's
TASK 2
2.1 Assessment of the current state of employment relations in the British Airways
To avail some benefits related to employees British Airways maintain the relationship
between employee and employer always in mind. So there are some policies for employee in
British Airways to keep employees firm with the organization for long time. As both the
employer and employee works together generally in same quarter, they establish their
relationships. Hence, it is very necessary for a successful business as it leads to expanded
productivity and healthy relationship (Crawshaw, Budhwar and Davis, 2017). This has been
always a part of British Airways attract employees to work efficiently.
This system helped employees to motivate to work with dedication and interest in British
Airways to attain their objectives set by individuals, which has helped in excess profits. This
strategy has also helped to improve personnel chances to grow and develop along with some
benefits. This compensation helped employees to bring out additional strategy more than 100%.
Because of which there is a good relation within the firm and employees. The British Airways
through this conflict management has successfully sustained good relations with employees
currently and increase positivity in environment and reduce the negativity affecting the
performance of employee (Marler and Parry, 2016). Through conflict management BA has
5

brought out the efficiency of employee, intensified their learning, upgraded their skills and
techniques within the firm.
Grievances Procedure: This rule is especially involved by British Airways to settle
down the conflicts between employee's in future like offence, injustice, disservice, criticism,
outrage some employees and insult each other. It helped to take quick resolution if any of the
above event occurs. Perhaps Airways keeps it mandatory to resolve the grievance of employee's.
British Airways Work Culture: British Airways is made up of employees Etiquette,
Beliefs, behaviour and attitude. There is activity conducted to refresh up the minds of the current
employee's every possible one day in a week. This helped employee's see themselves as a part of
airways with spacious company aim (Huselid, 2015). This has created spiritual work
environment where each employee feels infused in success of the company.
2.2 Employment law affects the management of human resources within British Airways
It can describe it in following points. HR plays a vital role in department of any
organization. It has the power to influence all employees, after all it is mainly liable for the cost
of employee.
Health and safety act 1974: This act defines the fundamental structure, laws, rules and
regulations and enforcement of workforce health and safety in the organisation. hence HRM
manages behavioural risk management so that the damage from risk can be reduced. HRM are
affianced in lots of resource to abate the risk of the employees getting injured at workplace.
Behavioural risk programme is introduced by HRM of British Airways to create awareness
regarding injuries, aircraft damage and vehicle damage amongst the employees and staff of it and
to strengthen risk awareness on the ramp side areas (Nankervis and et.al., 2016). In addition, of
awareness through such programmes at least 25% of risk of ramp employees will be reduced can
be expected by British Airlines. This could lead on positive impact of HRM management of
British Airlines on customers. British Airlines is bewitching with some governing bodies like
European union and national government for ensuring security and safety to save from huge
aggravation caused to customers
Anti discrimination act 1975: HR guide all the employee about the Non-discrimination
act and the employees are encouraged to give respect to all the fellow employees. If in any
certain case, they come to know about some misbehave with other employees they have the right
to react upon it. HR reviews the policy time to time so that validity is continued. These are some
6

following steps which Human Resource takes to prevent discrimination in environment (Noe and
et.al., 2016).
The Human Resource just looks after this to avoid the effect on management. The Human
Resource implies this act to resist the discrimination of people on basis of age, religion, skin,
poverty, gender, race, political belief, religious belief, status so that the talented people are not
excluded and it promotes equality among persons. The HR has also included some policy
regarding women in this like flexible working hours, Maternity leave, on-site childcare solutions
by having nursery in to the firm.
Contract Act 1872: The contract act comprehends with some rules. What will be
provided to the employee is clearly mentioned in offer given to the employees. It has to be
accepted by the other parties as it is an important part of the offer given. Money, discussion, or
anything else in field of interest is exchanged between the parties. The decision to carry out their
promise among both parties (Stone and et.al., 2015). Legally terms and conditions are introduced
which are not implied/forced, known as object of the contract.
Hence, it sometimes becomes difficult for HR to terminate the inefficient employees
resulting in less productivity without prior notice. As the employees have contract law to file a
legal case against the company. And even if employee wants to leave the company without
informing the HR or firm HR has the right to take legal actions according to terms and
conditions described in contract law.
TASK 3
3.1 Discuss a job description and person specification.
Person qualification shows the trait of ideal candidates such as education, extra traits,
previous work experience that are essential for role.
`job description describe the responsibilities, roles, duties, scopes for a particular post. It states
the minimum qualification for performing job.
Both are interrelated to each other. Personal specification describe the quality of
candidates and job description help candidate to understand their roles and responsibilities.
Job description is important to understand the role and responsibility of job for candidates
and person specification helps organisation to know person's traits.
APPENDIX
Person specification of British Airways
7

 To work with British Airways as Cabin Crew member one should know that why safety
and security of customers are so important. Candidates should passionate about their
work like if they are delivering good service to them consistently. It will make good
image of British Airways and customer want to travel with BA again. This job is
required age 18 or over at the time of application and also have ability to speak and
write English fluently and soft spoken as well. With that should have valid passport for
one year including right to work and live in the UK unrestrictedly (Stone and et.al.,
2015).
 It will increase engagement between customers and staff. This job also required
candidates to undergo a criminal record check for all the countries with satisfactory
references for last five years. Applicants are able to deal challenges and difficulties
confidently and remain resilient throughout and have ability to retain and obtain an
airside pass (Stone and et.al., 2015).
 Candidates should have ability to understand and respect all different cultures and
background and treat everyone as individuals. These qualities of aspirant will impact
positively on customer's mind and make ethical image of British Airways. Candidates
have capabilities to build effective relationship with their colleagues in order to deliver
outstanding passenger service. Applicants always ready to work shift covering 24 hours
a day, 7 days a week and 365 days in a year (Taylor, Doherty and McGraw, 2015).
 One should able to delivered difficult message with confidence that help passengers to
understand all circumstances. Candidates must able to learn new information and apply
it correctly, quickly and easily. So that customers will get right information about their
journey. With that candidates be willing and capable to spend longer periods of time
away from their home and have potential to give service to British Airlines. Applicants
should have knowledge about British Airways brand and ability to understand business
strategies. Due to this, employees will engage towards BA (Marler, and Parry, 2016).
Experience
For applying the job, the applicant must posses' customer service experience within the
hospitality and travel industry.
Physical Criteria
8

Staff needs to be medically fit, so that they can perform task easily.
Height must be 5.2 and should be able to lift 9 Kg.
Role Information
Job Title Cabin Crew London City
Brand Non-Management
Department BA City Flyer
Job Description of British Airways
 There is opportunity to join Cabin Crew of London City team, where candidates have to
convey magnificent customer service (Noe and et.al., 2016).
 Candidate are getting great opportunity to enhance skills and to create path for
successful career. And be compensate and rewarded for marvellous contribution.
3.2 Compare the selection processes of British Airways (Cabin Crew) and Transport
for London
Selection process is procedure to fulfil the requirement of organisation's job. It helps to
put right person in particular post. There are many selection process such as online screening and
shortlisted, interviews, ability and aptitude tests etc.
Interviews helps organisation to understand the personality, behaviour, traits of
candidates while hiring them, Whereas ability and aptitude tests help to check mental ability of
applicants. BA considers these methods of selection. It supports to recruit well-qualified
candidates.
British Airways Transport for London
9

 This selection process of Cabin Crew is
based on psychometric test with an
online form.
 This selection process of customer
service assistance is based on online
Situational Judgement Test.
 Vacancies are available on the webpage
of BA Career.
 Here, vacancies are placed via some
recruitment agency.
 After filling interest form, once have to
complete an online application form.
 Applicants who fulfilled basic
requirements have to complete an
online Judgement Test.
 Applicant who fulfilled basic
requirements are given a log-in to
complete a series about psychometric
tests like, verbal reasoning, numeracy,
situational judgement test and spatial
reasoning.
 Those candidates who qualified
judgement test are invited to attend a
written assessment session.
 Candidates who passed test are invited
to an Assessment Day, in that multiple
choice questions are given which
related to situations, role play, group
exercise and an interview session.
 Successful applicants are called back
for a role play exercise and interview.
 In this session, background and medical
is checked of selected candidates.
 Selected candidates have to give
references and medical questionnaire.
 Selected candidates are called for
training and start cabin crew position.
 In this, applicant offered the position.
TASK 4
4.1 contribution of training and development
Training and development can be defined as process that pays attention on improving skills
of individuals so that person can perform their job well.
10

A skill gap analysis is the procedure of analysing difference between actual required
skills and existing skills. This gap analyses aids business in finding needs of training among
employees.
Training is helpful in order to raise capabilities of workers and filling that identified gap.
Different type of training
On the job training:
Job rotation: This method involve movement of trainee from one job to another gain knowledge
and experience from the various job tasks (Raheja, 2015). Through that British Airways
understand the problems of employees in particular work task.
Internship training: That training method, involve theoretical and practical knowledge of
projects. By that, British Airways give knowledge of the crew work and according to the post
with some practical and theories.
Job instructions: Management give step by step training by explaining the ways of doing job.
Such as preparation, presentation, performance and follow up.
11
Illustration 2: Methods of training
source: methods of training, 2017.

Off the job training:
Case study: In this method trainee give opportunity to analyse the case and find the possible
solution. This method helps to increase the analytic and critical thinking of employees of British
airways (Osburn, 2015).
Business games: Management divide their employees in two groups and each group discuss on
various activities and functions of the origination. By that, they give result in co-operative
decision making.
Simulation: In that British Airways create the situation and trainees act on it. Example: assume
the role of cabin crew solving the problems and create new strategy.
Organization follow on-the-job training method. Through that trainee highly motivated
and encouraged for learning by the coaching, job rotation, job instruction and internship training.
Difference between training and development
Training Development
Training is process of learning new methods
and techniques in that employees get
opportunity to develop their skill, competency
and knowledge.
Development is an educational process that is
concerned with overall growth of the
employees (Raheja, 2015).
The main objective of training is to improve
the performance of employees. Like: manage
all activities of specific position i.e. hostesses.
The objective of development is to prepare the
employees for future challenges. Like: crew
assist at the time natural facts.
It is job oriented process. It is career oriented process.
It is depends on lack or deficiency in skills. It is depends on personal drive and ambition.
Training is concerned with the immediate
improvement of the employee.
British Airways is concerned for development
of employees efficient to handle critical
situations in the future.
It is the short term process i.e. 3 to 6 months. It is continuous process which goes till the
12

employee's are performing their duties
Training focuses on job position. Learning puts the emphasis on building a
successful professional career.
British airways follow on-the-job training
method to train their trainee member. Through
coaching, internship training.
British Airways are using social, physical and
professional development method to develop
their employee skill.
Benefits and effectiveness of training
Here are some important benefits of training and development:
Increased productivity: T&D directly improve productivity and efficiency of the
employees. With on-the-job training method, employees of British airways are learning new
technology and give better performance in the existing technology (Janev, 2018). There is less
wastage of time, money and resources when employees are properly trained.
Reduction of errors: By the job rotation training method, British airways give proper
training according to the knowledge require in employees. Through that employees reduce their
error and mistakes in work.
Job satisfaction: Training and development make employees satisfied with the role and
position in the organization. Internship training program help to increase their ability to gain and
execute in their duties (Frost, 2016). By that, they feel satisfied with the organization or job role
and give their hard contribution in the work task.
Team spirit: Training and development process is help to increase team spirits of the
employees in sense of team work, team spirit and inter-team collaboration in the organization.
The business games are help to increase team spirit of the British airways employees.
Skills development: Training and development program is help to improve skills and
knowledge of employees at each level of job performance. The HR of British airways follow the
case study training method to increase analytical and critical thinking of employees.
Roles and needs of training
13

Improve performance: training improve employee’s ability and skills, in turns, improve
employee’s performance in quality and quantity also. By the training program, employees of
British airways direct lead to rise operational productivity and increase organizational profits.
Improvement in the employee’s performance and productivity is develop organizations.
Improve quality: In professional training programmes, the great method of job
performances is standardised the employees by the offers two benefits: uniformity and informed
(Mozael, 2015). Uniformity in the performance of work help to increase the quality of services
and work. Informed trained employees are less to make operational and organization mistakes.
Improve morale: That is not only improve ability and skills of employees but also
increase the morale and attitude of employee positively. Higher performance, job security,
internal promotions and job satisfaction are lead to high moral of the employees. By high morale
employees are more loyal for the British airways.
Fostering growth of the company: The bottom line of British airways is financial growth.
Every employee must be trained. Better training help to increase growth of company. By the
better training employees maximize their skills and give their hard contribution to reach goal of
the company. That helpful for British airways.
Summary of overall contribution of training
Through Job Rotation program the British Airways is providing the employees to explore
their ideas, develop their skills, accept the different challenges. It has helped to sustain employee
to work in the same firm for longer time as they don't feel a need to change their jobs, instead of
that they can shift to variant positions in same firm by getting higher promotions to experience
and expand more which is like a transition into a job and is beneficial for career of the employee
in the future.
British Airways conducts internship training programs which makes it easier for
candidates to gain confidence to get selected, as a firm will likely select the candidates having
experience or internship rather than a candidate with common resume. It provides the candidates
to choose internship according to their field of interest and career expectation (Nankervis and
et.al., 2016).
14

For British Airways job instruction is the safest and organized way to introduce pros and
cons of job. It gives proper information how to safely utilize machines and equipment. It
enhances Productively with cost effectiveness as offering proper training is cost effective.
It makes employees aware of standards such as culture of the firm, basic safety and about
employees’ safety.
CONCLUSION
It has been concluded from the above study that role and purpose of HRM should be
clear. So that, HR would execute proper planning and forecasting, recruitment process, training
and development, deployment and monitoring of employees. These activities of HR would help
British Airways to achieve its goals. It is important to make good relationship between
employees and employer so that together they can achieve shared goal for BA. For that British
Airways has provided its employees some legislations that engage them towards industry.
Recruitment process of must be based on organization needs that help to recruit and select
qualified candidates. With the help of training and development BA has increased skills and
ability of employees that help them to deliver outstanding service to its customers.
15

REFERENCES
Books and journals
Bailey, C. and et.al., 2018. Strategic human resource management. Oxford University Press.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management. Oxford
University Press.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35).
Routledge.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Brewster, C. and et.al., 2016. International human resource management. Kogan Page
Publishers.
Crawshaw, J., Budhwar, P. and Davis, A. eds., 2017. Human resource management: strategic
and international perspectives. Sage.
Frost, S., 2016. The importance of training & development in the workplace. Small Business,
http://smallbusiness. chron. com/importance-trainingdevelopment-workplace-10321.
Html.
Huselid, M. A., 2015. The impact of human resource management practices on turnover,
productivity, and corporate financial performance. Academy of management
journal.38(3). pp.635-672.
Janev and et.al., 2018. Benefits of Training and Development for Individuals, Teams and
Organizations. Journal of Economics. 3(1). pp.12-18.
Marler, J. H. and Parry, E., 2016. Human resource management, strategic involvement and e-
HRM technology. The International Journal of Human Resource Management.27(19),
pp.2233-2253.
Mozael, B. M., 2015. Impact of training and development programs on employee
performance. International Journal of Scientific and Research Publications. 5(11).
pp.38-42.
Nankervis, A. R. and et.al., 2016. Human resource management: strategy and practice. Cengage
AU.
Noe, R. and et.al., 2016. Human Resources Management: Gaining a Competitive Advantage,
Tenth Global Edition. McGraw-Hill Education.
Osburn and et.al., 2015. Training and development for organizational planning skills. The
Psychology of Planning in Organizations: Research and Applications, p.334.
Raheja, K., 2015. Methods of training and development. Innovative Journal of Business and
Management. 4(02). pp.35-41.
Stone, D. L. and et.al., 2015. The influence of technology on the future of human resource
management. Human Resource Management Review.25(2). pp.216-231.
Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A
strategic human resource management perspective. Routledge.
Wilton, N., 2016. An introduction to human resource management. Sage.
Online
16

Role and purpose of HRM. 2014. [Online]. Available Through: <https://www.sumhr.com/hr-
manager-role/>.
Human resource management. 2014. [Online]. Available Through:
<https://searchhrsoftware.techtarget.com/definition/human-resource-management-
HRM>.
Methods of training. 2017. [Online]. Available
through:<http://www.yourarticlelibrary.com/human-resource-development/methods-of-
training-on-the-job-training-method-and-off-the-job-methods/32369>
17

18