Management Essay Example | Topics and Well Written Essays - 2000 words - 3

Management - Essay ExampleThe human resources available to an organization bring on a key strategic role in acquiring, implementing and maintaining a competitive strategy. Supervisors, trainers and developers play a pivotal role in improving the transfer of raising by communicating their support for po disco biscuittial learning. The attitude and responses of supervisors, peers and trainers to the trainee can either hurt or help the whole process. The action taken by these partners before, during and later on the training directly affects the likelihood that transfer will occur properly. Although organizations spend a lot of time and money on employees training annually, there exists no significant relationship between learning and actual job performance. However, when the learned skills are successfully transferred into effective performance, organizations can surely produce better outcomes. As the technological, economic, social and political environment is in a state of continu al flux, it is critical for learning organizations to adjust and adapt to the dynamic market trends. Over the stick up decade, the role of trainers and developers has changed in an increasingly integrated world where phones, internet and improvements in infrastructure have progressively changed relationships. The pace of development is so rapid that regular(a) trained experts are unable to regulate, monitor and control its impacts properly. What may be regarded as a cultural shift in many organizations, trainers and developers need to buy up a different attitude towards their own involvement in organizations. Such prevailing market conditions also make it imperative that trainers and developers play a much active role in communicating the benefits of training and dealing with the performance problems. This paper attempts to investigate as to how and why has the role of trainers and developers changed in the last ten years. The study will also suggest future developments in the c hanging role of trainers and developers. Finally, the conclusion will analyze factors influencing the change and suggest effective measures for bring forward improvements. Theory For decades, training and development of human resources is believed to have key strategic importance in determining the organizations overall performance. As a field, training and development is considered to have evolved during the industrial revolution in America. In the present era of globalization, technological expansions have diversified the traditional role contend by trainers and developers. According to a survey, a trainer these days assumes the job of a corporate trainer, performance practitioner, lecturer, OD specialist, performance analyst, training leader, employee development specialist, trading operations improvement coordinator, leadership training associate, training sergeant, and continuous learning and improvement coach at the same time (ASTD, 1996). From 2000 onwards, the role has be come even more versatile with the industrial integration and advent of various technological aids. As the term suggests, human resource development is itself the process of moving from one vex to another, a process that we normally count as change