Human Resource Management: Training and Development for Service Sector

This report provides an overview of human resource management practices within service industries, with a particular focus on training and development strategies. It distinguishes between on-the-job and off-the-job training methods, highlighting the benefits of each approach for enhancing employee skills and knowledge. The report also clarifies the differences between training and development, emphasizing their respective roles in addressing present and future organizational needs. Furthermore, it discusses the effectiveness of training programs in improving communication skills, productivity, and overall organizational performance. The importance of training in reducing conflicts and fostering a positive work environment is also addressed, along with the role of human resources in identifying training needs and developing employee personalities. References to relevant academic sources are included to support the analysis and conclusions presented. Desklib provides access to this document and many other solved assignments.

TASK 4
Human Resource Management For Service
Industries

Different types of training
There are various types of training which is followed by the
company for improving the skills and knowledge of the
employees. These types are described as below”
On the Job- This is the easiest method under which trainer
provides the training to the employees related to the specific
job. It helps workers to increase the knowledge and skills. It
includes coaching, job rotation etc which is attained by the
employees.

Contd..
 Off the job training method- This training methods is
implemented at the away from the work place. It includes
lectures, conference and role play etc under which employees
join the seminars and increase the knowledge. In this way,
workers improves the skills knowledge and communication
skills which helps to attain the number of customers.

Difference between training and development
 There are various difference between training and
development that are described as below:
 Training- It is the learning process under which individual
get the opportunity to develop the knowledge and skills is
required for the organization.
 Development- Development is the process wherein
employee get the chance to learn various theories for their
overall growth

Contd..
 Under training employees focuses on their present
requirements On the other hand, development focuses on
their future needs under which company provides the
training and development to their workers. It helps
employees to fulling the present and future need of the
organization.

Benefits of effectiveness of training
 In order to effectiveness of training under which company
provides various types of training to their employees like
conference seminars etc. It helps workers to improves the
communication skills and they perform in well manner. It
helps manager to managing their day to day work and attain
goals and objectives of the firm. With the help of training,
employees increases the overall productivity of the firm and
market share.

Contd..
 Through the training, manager reduces the conflicts among
the employees and provides the positive environment at the
work place. It helps workers to focuses on their work and
gives best result to their customers. It affects performance of
the organization and increases the revenue and maintains the
brand image in the market.

Role and need of training
 Training plays important role in individual life and
organization. In this way, manager identify the need of
training of the employees accordingly they provides to their
workers. It helps employees to improves different types of
skills which helpful for fulfilling the demand of the clients
and customers. The major need of the training under which
human resource develops the overall personality.

References
Jiang, K., Lepak, D. P. and Winkler, A. L., 2012. Clarifying the
construct of human resource systems: Relating human resource
management to employee performance. Human Resource
Management Review. 22(2). pp.73-85.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-
performance human resource practices on employees’ attitudes
and behaviors. Journal of management. 39(2). pp.366-391.

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