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

Management - study ExampleThe human resources available to an organization hurt a key strategic role in acquiring, implementing and maintaining a competitive strategy. Supervisors, flight simulators and developers play a pivotal role in improving the transfer of teaching by communicating their support for po tential learning. The attitude and responses of supervisors, peers and trainers to the trainee can either hurt or support the whole process. The action taken by these partners before, during and after the pedagogy directly affects the likelihood that transfer go out 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 legal performance, organizations can surely produce better outcomes. As the expert, economic, social and political environment is in a state of continual flux, it is critical for learning organizations to adjust and adapt to the dynamic market trends. Over the sound 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 even trained experts are unable to regulate, monitor and admit its impacts properly. What may be regarded as a cultural shift in many organizations, trainers and developers need to squeeze a different attitude towards their own involvement in organizations. Such prevailing market conditions to a fault make it imperative that trainers and developers play a more 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 changing role of trainers and developers. Finally, the conclusion will analyze factors influencing the change and suggest effective measures for further 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 played 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, operations improvement coordinator, leadership training associate, training sergeant, and continuous learning and improvement coach at the uniform time (ASTD, 1996). From 2000 onwards, the role has become even more versatile w ith the industrial integration and advent of heterogeneous technological aids. As the term suggests, human resource development is itself the process of moving from one graze to another, a process that we normally count as change