The impacts on information technology change the effective management of human resource training and development activities The rapid changes in technology have brought more pressure to the Human Resource departments in different organizations because now the competition of business has become the competition of knowledge and intelligent employees.HR managers are facing many challenges in present business scenario like Globalization workforce diversity, technological advances and changes in political and legal environment change in information technology. All these challenges increase the pressure on human resource managers to attract, retain and nurture talented employee. Due to these challenges, training and development of human resource
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From the point of view of the enterprise, training is a systematic arrangement to through a lot of teaching activities, so that members can get a lot of knowledge and skills, ideas and attitude to meet the business requirements and reached the expectations of the enterprise organization. Development is the cultivation and improvement of personal ability. Vemić (2007) discussed that knowledge and learning capacity are regarded as the key factors to formulate competitive advantages of manpower. Employers must carry out the staff 's professional career planning and management, and clear the objectives of the staff and the development phase of the task. On the basis of honesty and trustworthiness, respect the individual 's spirit of innovation and personal growth needs, so that the common development of enterprises and employees can be achieved. Staff is the source of company’s strength, is the most valuable wealth of enterprises, enterprises should give each employee a full respect and care. Under circumstance, many studies have been conducted to investigate the best practice to develop knowledge possessing and efficient knowledge management ability in order to improve the performance of Human Resource. ‘In addition, human resource practitioners should also pay attention to the ability …show more content…
Via in-depth interviews with 58 HR managers in manufacturing firms who are mainly responsible for managing employees’ training and development, Abdullah (2009) found some challenges to the effective management of HR T&D (human resource training and development) activities, including the lack of intellectual HRD professionals, higher demand for knowledge workers, and the lack of commitment towards training. Besides, considering the competitiveness and socioeconomic development, national and international level awareness of developing the knowledge-based economy gradually won the places. The human resource management of the globalization trend of economic globalization enterprise management globalization is a trend which cannot be halted, are also on the horizon. ‘The purpose of training and development is to provide staff with professional training, guidance, and other learning opportunities to motivate employees and inspire their ability to work, to deal with more and more challenges, employees need to develop knowledge, increase their knowledge, let them for life and work effectively to establish contact to promote their better work efficiency’ （jahan, S.,
From the point of view of the enterprise, training is a systematic arrangement to through a lot of teaching activities, so that members can get a lot of knowledge and skills, ideas and attitude to meet the business requirements and reached the expectations of the enterprise organization. Development is the cultivation and improvement of personal ability. Vemić (2007) discussed that knowledge and learning capacity are regarded as the key factors to formulate competitive advantages of manpower. Employers must carry out the staff 's professional career planning and management, and clear the objectives of the staff and the development phase of the task. On the basis of honesty and trustworthiness, respect the individual 's spirit of innovation and personal growth needs, so that the common development of enterprises and employees can be achieved. Staff is the source of company’s strength, is the most valuable wealth of enterprises, enterprises should give each employee a full respect and care. Under circumstance, many studies have been conducted to investigate the best practice to develop knowledge possessing and efficient knowledge management ability in order to improve the performance of Human Resource. ‘In addition, human resource practitioners should also pay attention to the ability …show more content…
Via in-depth interviews with 58 HR managers in manufacturing firms who are mainly responsible for managing employees’ training and development, Abdullah (2009) found some challenges to the effective management of HR T&D (human resource training and development) activities, including the lack of intellectual HRD professionals, higher demand for knowledge workers, and the lack of commitment towards training. Besides, considering the competitiveness and socioeconomic development, national and international level awareness of developing the knowledge-based economy gradually won the places. The human resource management of the globalization trend of economic globalization enterprise management globalization is a trend which cannot be halted, are also on the horizon. ‘The purpose of training and development is to provide staff with professional training, guidance, and other learning opportunities to motivate employees and inspire their ability to work, to deal with more and more challenges, employees need to develop knowledge, increase their knowledge, let them for life and work effectively to establish contact to promote their better work efficiency’ （jahan, S.,