Human Resource Essay

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INTRODUCTION QUESTION 2 THE TRAINING DESIGN PROCESS CLARIFICATION OF CONCEPTS According to Grobler, Warnich, Carrel, Elbert and Hatfield (2006:300) training has been defined as "The systematic development of the knowledge, skills and attitudes required by an individual to perform adequately a given task or job". As also mentioned by McFarlene (2008:55) it is "a planned process to modify attitude, knowledge or skill behaviour through learning experience to achieve effective performance in an activity or range of activities. Its purpose in the work situation is to develop the abilities of the individual and to satisfy current and future manpower needs of the organisation". It clearly implies that the role of training is to improve the overall performance of the organisation. The term 'performance' is, therefore, interwoven with training. John has decided to use high leverage training as a form of training MOD CFC staff, what exactly is high leverage training? High leverage training as identified by McFarlene (2008:56) is linked to strategic business goals and objectives, is supported by top-management, relies on an instructional design model to ensure the quality of training and to contain costs, and is compared or benchmarked to programs in other organizations. In other words Mod CFC, do not just want to engage in ordinary training to do the job, however, they want to design the kind of training that will enable them to gain a competitive advantage over other organisations. ROLE OF TRAINING It is recognised by Swanepoel, Erasmus, and Schenk (2008:446) that the right mix of knowledge, skills and attitudes/behaviours, helps a job holder to perform tasks successfully. Organisations try to achieve this by: - Proper selection of personnel, i.e., choosing the right person for the right job; and - Human resources

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