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Training And developing policy NUMPTWEEN

Extracts from this document...

Introduction

TRAINING AND DEVELOPING POLICY PRACTICE OF TAWTEEN Submitted by: Khalifa Mohammed ID: 2929843 Lecturer: Prof. Stephanie Jones Subject: Human Resource Management Contents: Abstract 3 Outside UAE 4 Policy Analysis 5 Overview 5 Planning Process 6 Training Process 7 Evaluating Process 8 Interviews 9 Conclusion 10 References 12 Appendixes 13 Appendix 1 13 Appendix 2 14 Abstract One of the main functions of Human Resource Department is training and development beside recruitment, selection and placement. It isn't enough to recruit employees into the skills or knowledge they currently posses, but rather for their ability to learn and adapt through training as conditions change or business needs. Employees are very important resources where some organizations assign huge budget to train them. However, this budget is taken out when organizations have financial problems. Here comes HR role to lighten top management that Training and Developing strategy is a vital investment to show commitment and ensure competency of employees'. Pfeffer references growing evidence that the loss of skills and increased use of contract employees have hurt productivity and even safety in organizations and industry (1998, P172). In this report we'll talk about Training and Developing policy in UAE based company known as Tawteen. We'll examine the effectiveness of this policy, describe its operation, show the policy outcomes and review the employees' feedback on the policy. Before we go ahead with our analysis we should look at the policy in other regions rather than UAE. Also we'll summarize an overview of our company and its internal operations to have a complete picture. ...read more.

Middle

Even it gives an idea on how to handle situations where trainer doesn't know the answer. At the end of this session the new trainer will have a clear idea about Tawteen training style and standards. Harrison (1992:283) calls this type of training Socialisation Initiative, a mechanism for introducing new employees and for ensuring that they learn about the job/tasks they are to undertake, as well as about the organization and department of which they are a part. At this stage he'll be given a career plan. It is a time table shows the deadline for the new trainer to get certified on the courses that he will deliver in his field (See Appendix 2). For instance, if the computer graphics track has five courses that require an exam for each course then he'll be given three months period between exams. Failing to stick to the deadline will delay incentives supposed to be given otherwise. Obviously having certified trainers will add value to the company workforce capital and market value respectively as we said. Training process: After that the new trainer is given a period (not more than one month) to prepare and deliver courses. During that period he'll live the training atmosphere by attending live classes with other senior instructors as a student, but of course without participating or interfering in classroom discussions. The main idea is to observe how the trainer behave and manage the class? The time comes when this new trainer has to deliver courses and get used the world of Tawteen training. ...read more.

Conclusion

Needless to say, how to develop their skills? Or improve their contribution to the company success? In Tawteen we have so many positive indicators that contradict the surrounding business environment. TTT is significant training techniques, but it must be used carefully because any error in transferring knowledge could cost the company. It should be directed carefully and documented with specific learning outcomes. TTT (classroom learning) is complemented with E-learning. Sanders (2000b) states that a mix of learning methods works best and classroom learning that have the human interaction feature is now offered alongside computer-based learning. We observed some red flags on the policy. First we saw that trainers are trained only on courses that they deliver. So in case any employee, not only trainers, wants to develop him/her self or do lifelong learning then that's not possible. In my opinion personal development is integrated with organizational or job/occupational development. Tawteen should provide its trainers' access to any workshop or training course that they want, encourage them to learn at much as they can and "assign job responsibilities and work assignments that are developmental - adjusting to match the skills, interests and abilities of the individuals involved" (Bown 2000, p123). Harrison (2000, ix) states that 'People hold the key to more productive and efficient organization. The way in which people are managed and developed at work has major effects upon quality, customer service, organizational flexibility and costs'. By providing a framework for training and developing employees, Tawteen as a training and recruitment is contributing in the Emiratisation strategy by training UAE Nationals and maintaining the quality of training. ...read more.

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