Foundation Degree in Accounting & Finance Essay -- Business Management

Foundation Degree in Accounting & Finance How training contributes to the achievement of business objectives In order for the organisation to benefit from successful training, there must be a planned and systematic approach to effect management of training. R Harrison (1989:48) defined systematic approach as â€Å"†¦in order to determine as precisely as possible what are the minimum resources the organisation should invest for the development of its workforce, an accurate assessment should be made of known and agreed training needs at all levels. A training plan can then be formulated which can guide the organisation in its investment of resources, in the operation of training and development, and in their evaluation.† A plan for training and development can guide top management to make the following decisions:  · Decision about the investment of resources through time.  · Decision about the agreed corporate goals and strategy for employee development.  · Decision about the key roles necessary to ensure effective implementation of strategy. Within the individual manager’s department, there should be the same agreement on what overall needs exist, however they may be defined and over whatever time length they are to be met. The manager can then put forward a reasoned case for the resources to meet those needs. L Mullins (2002:694) cited that â€Å"The purpose of training is to improve knowledge and skills, and to change attitudes. It is one of the most important potential motivators. This can lead to many possible benefits for both individuals and the organisation.† L Mullins (2002) suggested that training can make an impact on the organisation: * Increase the confident, motivation and commitment of staff. * Provide recognition, enhanced responsibility and the possibility of increased pay and promotion. * Give a feeling of personal satisfaction and achieve, and broaden opportunities for career progression. * Help to improve the availability and quality of staff. Therefore we can see that training is an essential element of improving organisational performance. The intention of training is to generate a greater measure of positive commitment, a reduction of workplace alienation and enhanced quality of output. D Torrington et al (2002) suggested that objectives should give employees a clear idea of p... ...3rd edition, The Cromwell Press, Wiltshire Harrison R (1989), Training and Development, 2nd edition, LR Printing Service Ltd, West Sussex Mullins L (2002), Management and Organisational Behaviour, 6th edition, Pearson Education Ltd, Harlow Torrington D et al (2002), Human Resource Management, 5th edition, Pearson Education Ltd, Harlow Bibliography Beardwell I et al (2004), Human Resource Management – A Contemporary Approach, 4th edition, Pearson Education Ltd, Harlow Garratt T (1997), The Effective Delivery of Training Using NLP, Kogan Page Ltd, London Harrison R (1992), Management Studies 2 - Employee Development, 3rd edition, The Cromwell Press, Wiltshire Harrison R (1998), People and Organisation - Employee Development, 2nd edition, The Cromwell Press, Wiltshire Harrison R (1989), Training and Development, 2nd edition, LR Printing Service Ltd, West Sussex Mullins L (2002), Management and Organisational Behaviour, 6th edition, Pearson Education Ltd, Harlow Pettinger R (2002), Introduction to Management, 3rd edition, Palgrave, Hampshire Torrington D et al (2002), Human Resource Management, 5th edition, Pearson Education Ltd, Harlow