The main advantages of this method are that the quality of the results is increased, as the commitment is also higher. Additionally, the trainees come to capitalize on the expertise of various specialists and can become more knowledgeable and confident employees. Still, despite these advantages, off the job training is not suitable for diversity efforts at the Police Departments; it is costly and it induces the loss of work (Tutor2U). Last, the behavioral methods of training include processes such as games and simulations, behavior modeling efforts, business games, case studies, equipment stimulators or role plays (Training and Development). The advantages of this training method are that it can be used in both on-the-job training, as well as off the job training. It is as such flexible and it offers practical experiences to the trainees, which is highly useful within diversity training at the Police Department. The disadvantages nevertheless include...
lude an increased complexity of the process, the need to engage increased resources (which are not always know upfront, but can develop throughout the training session), as well as the fact that it disrupts the efficiency of the operations normally conducted by the Police Department.
However, they focus on cost efficiency and development programs can be costly. Also at this stage, it is crucial to differentiate between the various resources which are required, such as technological resources, financial resources or labor force resources (Mayhew, 2011). This specifically implies that it is necessary to recognize and accept the costs of the development program. It is for instance plausible for the program to generate operational inefficiencies
HUMAN RESOURCE DEVELOPMENT STRATEGIES IN THE GHANA WATER COMPANY. Human resources refer to the knowledge, skills, creative abilities, talents, aptitude, values and beliefs of an organization's workforce. The more important aspects of human resources are aptitude, values, attitudes and beliefs. But, in a given situation, if these vital aspects remain same, the other aspects of human resources like knowledge, skills, creative abilities and talents play an important role in deciding
Theory-based information can help organizations to ascertain the most appropriate training and development programs for their employees. In fact, theory-based information helps human resources managers to structure training and development for specific groups of people. The most relevant theories include those that are related to learning, and those that are related to social relations and identity construction. Learning theories can be based on basic behaviorism, including patterns of reward and punishment
Coaching usually begins after a worker has received basic employee training. At this point, a supervisor assumes the role of a coach to assist the employees in employing as well as maintaining the skills that they have learnt. Both coaching and mentoring techniques are used to help employees in their career and personal development. However, there are differences between the two. Coaching is usually a time-bound activity focusing on
The differences identified during this process determined the training objectives that must be reached by these programs. Furthermore, the company selects the trainees, the training methods, and the evaluation process. The necessity of training programs relies on a series of factors. This is because these programs are able to help the company develop a pool of skilled employees that can be recruited on several positions within the company. This is
Adult Education Within Human Resources Development The literature which describes and analyzes the important aspects of adult education - within the Human Resources Development genre - is vitally important in relating to today's employees who seek - and deserve - learning opportunities within their workplace environment. It provides a point of reference, it offers stimulating ideas for digestion and analysis, and it zeros in on the issue at hand, which is
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