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Management and training Essay

The Human Resource function is now more concerned about human capital management, a notion that has been enhanced by globalization and the concept of adding value to the organization. Human resource management covers all aspects of employee relations within the company starting from recruitment to termination (Baron and Amstrong). Training is one concept that human capital management cannot overlook. The development of new skills and knowledge are vital in the development of the so called organizational value.

This is where the connection between human capital management and training come in. As an effect of the realization that employees play the most significant role in the success of the company, every company is now making it a duty to develop their staff so as to improve their competitiveness. Human capital management encompasses talent management and performance management which to a high extent determine the kind of workforce that a company has (Baron and Armstrong, 2007).

The relationship between these two and training is that for employees to develop their talent and continue performing as expected, they need constant training. Training not only provides staff with new knowledge but also motivates them which has a direct effect on the productivity of the company (Baron

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and Armstrong, 2007). Employees have been known to leave organizations that offer no growth incentives for their careers through training in search of better places. Training is therefore taken very seriously in human capital management.

There are two areas in human capital development where training is very important; after recruitment and during succession (Baron and Armstrong, 2007). Newly recruited employees need to be conversant with the company rules, policies and procedures. Thorough training is therefore required before they can adapt to the company. Further, the Human Resource department needs to constantly plan succession of employees. This is because employees who are meant to fill certain positions may not be sufficiently equipped for their new role.

In order for them to be eligible to take up the change in role within the organization, training is required in the new area. These two functions reveal the importance of training in human capital management. Human capital management is all about making a company’s human capital more efficient and thus increasing their value in the organization. There are times when performance appraisal function of human capital development reveals the need some improvement (Baron and Armstrong, 2007).

There is no better way to do this than to keep conducting regular training sessions for the company’s employees. Training helps to develop human capital through improving skills and knowledge. Employees obtain vast knowledge on laws, ethics, human relations, safety among others and also develop skills such as communication, computer skills and customer service. All these form important aspects of human capital development which enhance employee performance and develop their talent. Training is therefore directly connected to human capital development.

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