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INTRODUCTION A framework to help employees in developing their personal and organisationalskills,knowledgeandcapabilitiesishuman resourcedevelopment.Itconsistsofopportunitiessuchas training,careerdevelopment,performancemanagement, coaching, mentoring etc. The emphasis of all the perspectives of thisfieldistodevelopthemostsuperioremployeesfor accomplishing organisational and individual goals. Developing human resource is important for any company which desires to be dynamic and growth oriented.
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TASK 2 M1 and M3Critically evaluating most appropriate training methods The different types of training methods which can be used by Apple company are divided into two heads which are describe below: On-the-job training methods Off-the-job training methods
ON THE JOB TRAINING METHODS On-the-job training methods: With these type of methods the new or inexperienced staff gain learning through observing their fellow employees and managers doing their jobs and they try to do the same. These methods can be: Job rotation Job Instructional technique (JIT)
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OFF THE JOB TRAINING METHODS Off-the-job training methods: Here training is conducted inseparatespotwhichisfarawayfromjob environment.Thewholefocusoftrainingison learning instead of performing and there is freedom to express views, thoughts and opinions. Lectures and conferences Simulation exercises
Critical analysis of most critical training method It is recommended that the cited IT firm should use the off-the-job training methods to train its staff and polish their potential and capabilities. They will be more beneficial for the organisation as compared to any other type of training methods. To be specific thefirmshouldfocusonthesimulationtechniqueswhich includes management games, case studies etc. This method will prove best for the firm as these type of training exercises will create interest in the employees and they will enjoy this type of training. They will not feel bored during training which will make them more focused and attentive towards the training. This will impart new skills and knowledge in them which will have a long lasting effects on their performance and productivity.
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REFERENCES Harzing, A.W. and Pinnington, A. eds., 2010.International human resource management. Sage. Khan, M.T., Khan, N.A. and Mahmood, K., 2012. An organizational concept of human resource development-how human resource management scholars view HRD.Universal Journal of Management and Social Sciences,2(5), pp.36-47. Bakker, A.B. and Leiter, M.P. eds., 2010.Work engagement: A handbook of essential theory and research. Psychology Press. Cascio, W. and Boudreau, J., 2010.Investing in people: Financial impact of human resource initiatives. Ft Press. Jiang and et. al., 2012. How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms.Academy of management Journal,55(6), pp.1264-1294.
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