Human Resource Management Human Resource Training Responsibility for Choosing the Training Method Training and Fulfillment of Individual Employee Needs Link between Training Need Identification and Training Evaluation Training and development of the employees is a broader strategic objective of the human resource department. It is an essential function of the human resource department because by effectively enhancing the skills, abilities and knowledge of the employees the organizations can gain a competitive edge over their competitors.

The defining of individualized scaffolding or customized learning programs must be in the context of a curriculum broad enough to encompass the roles of project manager, business analyst and contract manager however if it is to be effective, as is shown in the DMH program (Damare, 2008). By having a unified curriculum, the weakest areas of project management can quickly to dealt with an improved as well. This specific

Analysis of the Apparent Disconnect between Human Resources and Management In this case, Sue has taken it upon herself that specific human resource practices are the right course for her new organization despite explicit indications from management that those particular practices do not fit the organization's strategic vision, organizational values, or available resources. In her inexperience, Sue has employed a myopic view of the concept of best practices, largely oblivious to

Where that is accomplished, formal disciplinary and termination policies do protect organizations against wrongful termination liability. In principle, the worst possible scenario is where such policies exist but without sufficient training to assure that they are not violated when they apply. Succession Planning Programs In my opinion, effective succession planning must be a continual and ongoing process if it is to have the desired results and achieve its desired objectives. While

Important Human Resource Laws Americans with Disabilities Act Under the provisions of the Americans with Disabilities Act, employers may not discriminate against qualified applicants for employment based on physical or mental disabilities as long as those individuals are capable of performing their vocational duties with reasonable accommodations. The employer also has a legal duty to provide reasonable accommodations that are necessary to enable the individual to overcome the difficulties associated with his

Even if entirely subjective performance appraisals are useless, I would expect that there is a way to incorporate both objective and subjective elements. I would also agree that in-service training is even more important than performance appraisal, but I see no reason why any agency would have to make a choice of one or the other. Discussion 3 Response In my opinion, your post perfectly illustrates some of the potential problems