Functions of Human Resource Department Essay -- Employment Employee De

Functions of Human imagination DepartmentOne of the main functions of Human Resource Department is information anddevelopment beside recruitment, selection and placement. It isntenough to recruit employees into the skills or friendship theycurrently posses, but rather for their ability to learn and adapt through with(predicate) training as conditions change or task needs.Employees atomic number 18 really important resources where some organic laws assignhuge cypher to train them. However, this budget is taken out whenorganizations wee financial problems. Here comes HR government agency to lightentop management that training and Developing strategy is a vitalinvestment to lay out commitment and ensure competency of employees.Pfeffer references growth evidence that the loss of skills andincreased use of contract employees have stick out productivity and evensafety in organizations and industry (1998, P172).In this reputation well talk about Training and Developing policy in UAE ground company known as Tawteen. Well examine the effectiveness ofthis policy, describe its operation, show the policy outcomes andreview the employees feedback on the policy.Before we go ahead with our depth psychology we should look at the policy inother regions rather than UAE. as well as well summarize an overview of ourcompany and its internal operations to have a breeze through picture.Outside UAEIn USA we have open career systems where individuals are givenconsiderable freedom to manage their own careers. In much(prenominal) settings wefind a chance to bid on jobs and training opportunities (Towers 1996,p. 31) . However, Japanese companies operating in USA and UK JobTraining is typically provided internally, though at least in theearly stages of operations there has been a tendency to buy-inmanagerial talent (Towers 1996, p. 55). On the other hand, InEuropean companies there is an increase in training at all levels.Training and development is increasingly seen as a critical part ofan organizations HR strategy (Towers 1996, p. 83). For example, inUK it is estimated that business spends 16 cardinal on training anddeveloping their employees each year (Rana, 2000a).In UAE where business is growing very fast and we have huge number of knowing expatriates workers. Excluding enterprise companies, mediumand small size companies dont have training and development strategy.As ... ...ged and developed at work has study effects upon quality, customerservice, organizational flexibility and costs.By providing a framework for training and developing employees,Tawteen as a training and recruitment is contributing in theEmiratisation strategy by training UAE Nationals and maintaining thequality of training.ReferencesBown B. 2000, Recognizing and recognise Employees, McGraw-Hill, NewYork.Harrison R. 1992, Employee Development, IPD, London.Laila Murad, HR Officer in Tawteen, Dubai, 2005Marchington M. & Wilkinson A. 2003, 2nd Edition, People precaution andD evelopment. , Chartered Institute of Personal and Development (CIPDHouse), London.Pfeffer J, 1998, The Human Equation make Profits by PuttingPeople First, Harvard Business School, Boston.Rana E. 2000, IIP vamp aims to cut back on bureaucracy, PeopleManagement, 13th April 2000, P14.Saif Sultan, formation trainer in Tawteen, Dubai, 2005Sanders D. 2000, The Pros and Cons of Computer based learning,Employee Development publicise 123, March 2000, P6-8.Towers B. 1996, 2nd Edition, The Handbook of Human Resource Management,Blackwell Business, Oxford.