Human Resources Management, The Learning Process and Practice of Essay

Human Resources Management, The Learning Process and Practice of Training & Development - Essay Example But other organisations prefer the traditional one coupled with a new and modified system. In the manufacturing world, they call it ‘hybrid’. Although theorists seem to have faded, their ideas and theories which have long been formulated a long time ago remain significant and useful in the modern world. Training and development have to be applied in a systematic way. The organisation is viewed as a system, and training as a subsystem. We can find the usefulness of training as ingrained in the system through our different readings and in the literature. But I also want to add experiences and real-life situations from our organisation. We consider training and development as very significant for the success of our mission as an organisation and as individuals with careers to nurture, along with our respective families who expect from us and support us, as well. Knowledge of learning theory is indeed significant in workplace training in practice for we can use this as a bas ing ground for successes in training and development and the outcome of it. ... Training is a subsystem and looks up to the organisation as the reference point. It would then be easy for a comparison of the different sub-systems because all the other branches and departments are inter-related. The outcome of a particular training becomes easy to distinguish and measure whether it has been effective or whether the outcome of the training meets the objectives of the organisation. From this systems theory, Buckley and Capley developed the 14-stage model to expound the effectiveness of the systems theory, as against Harrison’s (1997) 8-step model. Background of my Organisation I belong to an organisation which is international in scope. At present we are tackling the challenges of globalisation and the effects of inter-culture and diversity in what commentators call the global village. Based from our initial approach of the systems theory, our organisation conducts periodic training but also a needs-assessment for training and development; meaning we also con duct training when the situation demands. For example, the organisation conducts cross-cultural training (CCT) annually. But there are times that aside from the regular CCT, we also conduct training when a manager or employees are being sent abroad or to a subsidiary, i.e. in addition to the regular CCT. Trainings are systematic, regular and conducted in accord with the organisation’s objectives. There is no regular period, or time frame, when a manager or employee has to be sent abroad, for there are various situations when a manager, or department head or employee, is needed in foreign countries. These situations include, a) when a branch has just been opened in another country, b) when a manager has just