Human Resource Development Essay Example | Topics and Well Written Essays - 1250 words

Human Resource Development - Essay voiceMake sure all the employees know the aims and objectives of the provision. They should be bestown proper feedback and supervisors should take an active interest in the employees, this promotes a sand of ownership. Keep training an ongoing process to facilitate ongoing gain of employees of the company. Out of these, the most of the essence(p)ly will be, making the training relevant to each employee and promoting a sense of ownership of the company. This is because, when the employees realise the feeling that the organization is caring for the needs they strive to perform better and give back to the organization. Making sure that the employees needs for development atomic number 18 taken cargon off is an important variable that most companies over-look and in that case training may not transfer back to the company. Secondly, if they have a high sense of ownership of the organization they are more likely to learn from the training and app ly themselves for the betterment of the company. Question 6 Although this still remains a very complex thing we have concluded that brain function seems to change as a result of the interaction of two opposing processes, one is the way the brain deteriorates with age, and the other is the way in which it continues to remodel itself in lay to compensate for that change. Empirical and rigorous scientific evidence demonstrates that functional deterioration of many tissues begins in archaeozoic adulthood and progresses throughout life. Other biological changes include changes in micro-vascular density, plasticity and the dynamic blood course through the vasculature. What omnibuss must understand that this reduced learning capability must be catered to if the training is to be affective. One of the biggest factors that supervisors must consider is the duration of the training. Older people have been known to have shorter engrossment spans, hence the training sessions should incorp orate regular breaks. This may increase the length of the training session (and in most cases the cost too), however the learning is much better and will transfer back to the organization. Secondly, other important variable that they should understand is with regards to trainings on technological topics. Older people may tend to be slower in learning the different aspects hence their trainings should be at a slower pace. They should be encouraged to practice after the training sessions and understand the topics the way they feel comfortable. It is essential that the individuals not be over-burdened with too much information at once, as this reduces the affectivity of the training program. Question 7 The convergent manager looks to all the available sources of information and tries to find the best solution. However, there is a constant need for correct, tenacious and reliable information. However, in the case of a divergent manager, there is a need to elaborate on ideas based on a creative stimulus. He looks to build on ideas that are generated internally. Divergent managers are more suited to creative thinking and problem solving. Similarly, convergent managers tend to favor informed decisions that are based on the best possible information available. A training session that should incorporate two styles would ask the managers to review a certain situation, look at all the information available on similar problems and then come up with the best solution which is unique and