HRM 2600 Chapter 7: Chapter 7

• School: York University
• Department: Human Resources Management
• Course: HRM 2600
• Professor: Shelley Millman

Document Summary

Training plays a central role in nurturing and strengthening competencies, and becoming part of the backbone of strategy implementation. The scope of training: all employees need some type of ongoing training to maintain effective performance or to adjust to new ways of work. Training narrowly focused and oriented toward short-term performance concerns: development oriented toward broadening an individual"s skills for future responsibilities. Training and development recognizes the combination of activities organizations use to increase the skill base of employees. Training ranges from simple, on-the-job instruction to sophisticated skills training conducted on multimillion-dollar simulators. Examples: customer service, sales and management training, personal growth, and communication skills training. A systems approach to training: many organizations cant make the connection between their strategic objectives and. Goal of training: to contribute to the organization"s overall goals their training programs. These organizations follow fads, fashions, or whatever their competition is doing in regards to training.