Human resources

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IBM 07

How can Companies and Individuals benefit from Training and Development?

(With regard to the organisational strategy and to the individual level of development)

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Foreword 3

I. Training and Development 3

A. The strategic benefits from Training and Development 4
B. The personal benefits from Training and Development6

II. The case: Henkel, a brand like a friend 7
A. Employer Branding, the employer’s perspective 9
B. Employer Branding, the employee’s perspective 10

Remarks and Conclusion 11

Sources 12
Links 12


The present writing will act as a continuation of my Licence Thesis, which dealt with the stakes of the modern management. In thelicence thesis I made a reflection about the meaning of the modern management and I proposed a strategic and social approach of the management practices in the today’s complex and global business world.
The strategic approach has to be understood as being a way to generate competitive advantages after analyse of the environment. The social approach comes closer to the individual and invites to anunderstanding of the human needs and to their satisfaction within the business.

In this paper we will focus on how companies and individuals within the company can benefit from Training and Development.
Due to a quite broad subject we will put the focus on larger international companies that have the resources to hold Training and Development departments. This specific division works or shouldwork hand in hand with the Human Resources departments as well as with the responsible managers to know the needs of the employees and the needs of the company.

In a first part we will engage in a theoretical part and define the main concepts presented in the question, that means Training and Development, companies, individuals, benefit, and strategic and personal level. Within these concepts wewill attend to explain how Training and Development methods can be beneficial for the company on a strategic level and for the individuals on an individual or on a personal base.

The second part will deal with a real life example of the Henkel Company, which has an attractive philosophy regarding Training and Development. Inside this section I will explain how it is advantageous for me tohave companies that offer possibilities in terms of personal development and training. Due to our broad study program it can be really difficult to choose one direction, one sector or one function right after our diploma. Thanks to companies with well-implemented Training and Development departments, employees and young graduates can benefit from a broad range of training opportunities in order todevelop themselves and to find “their way”.

I. Training and Development

Before we start, what is Training and Development? If we divide these two terms, “training is the process of systematically developing knowledge and expertise in individuals for the purpose of improving performance. Development is the planned growth and expansion of the knowledge and expertise of people beyond thepresent job requirements.”[1]

However, in most of the literature Training and Development is often defined as a process that consists in five steps.[2]
The first step consists in analysing the needs (what are the skills needed? What are the performance objectives? What are the personal goals of the employee?). In the second step, the instructional design you decide on the training program content,the ways of administration (on the job training or computer assisted or external for example) and the duration of the training.
The third step, the validation step is not obligatory but might be useful when the training content is to old or contains false information. This step can be seen as a check up of the information's that are provided in the training. The fourth step will than be the...