Background to the Study
Human capital can be regarded
as the prime asset of an organization and businesses need to invest in that
asset to ensure their survival and growth. The organization should ensure that,
it obtains and retains skilled, committed and well-motivated workforce it
needs. This means taking steps to assess and satisfy future people needs and to
enhance and develop the inherent capacities of people- their contributions, potential
and employability- by providing learning and continuous development
opportunities (Agnes, 2010).
Global competition has caused
organizations to focus on every aspect of their operations, questioning how
each function and process can contribute to strategic goals. Training
departments are also under pressure to demonstrate their organizational value
in the same terms Steed, (2000), this is because organizations spend a
considerable time, effort and money in training and developing their employees,
but the benefits from these efforts are not clearly visible in organizations in
terms of improved productivity (Appiah, 2010).
To make development useful,
it should be well planned and systematically implemented. The capacity of staff
in a firm influences the ability to achieve the desired targets particularly in
performance driven enterprises. Human resource is recognized as a critical
resource for success. In order to sustain productivity of the organization, it
is important to optimize the contribution of employees towards achievement of
the aims and goals of an organization (Cole, 2002).
Beardwell and Hidden (2004)
consider development as a planned process to modify attitude, knowledge or
skill behavior through learning experiences to achieve effective performance in
an activity or range of activities.
Corporations are offering a
variety of development programs to meet their organizational needs. These
include content on IT and systems, processes, procedures and business
practices, industry-specific trainings, managerial or supervisory development,
interpersonal skills, compliance, sales, executive development, basic skills,
new employee orientation, customer service and quality. Development is a long term education process
utilizing a systematic and organized procedure by which managerial personnel
learn conceptual and theoretical knowledge for general purpose.
According to Campbell (2001)
development implies an individual growth and self-realization in a brand
base. Armstrong (2003) indicates
individual development is the progression by individuals in their career with
guidance encouragement and help from the manager.
Statement of the Problem
Human resources development
is recognized as crucial element in the attainment of organizational goals and
objectives. In order to sustain economic and effective performance, it‘s
important to optimize the goals of an organization Armstrong (2003). Development
activities have implications for attempts to motivate and involve the workforce
with an aim of improving production. One of the primary objectives of human
resource development is the creation of conditions whereby the latent potential
of the employees will be realized and their commitment to the success of the
organization secured.
The ultimate purpose of development
is to help organizations achieve their performance results. Human resources
development activities have effect on relative competitiveness and economic
performance, at both the aggregate level of the national economy or industrial
sector, and at the level of individual enterprises Storey (2009).
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