Functions of Human Resource Department Essay -- Employment Employee De

Functions of Human Resource Department One of the main functions of Human Resource Department is training and development beside recruitment, selection and placement. It isn’t enough to recruit employees into the skills or knowledge they currently posses, but rather for their ability to learn and adapt through training as conditions change or business needs. Employees are very important resources where some organizations assign huge budget to train them. However, this budget is taken out when organizations have financial problems. Here comes HR role to lighten top management that Training and Developing strategy is a vital investment to show commitment and ensure competency of employees’. Pfeffer references growing evidence that the loss of skills and increased use of contract employees have hurt productivity and even safety in organizations and industry (1998, P172). In this report we’ll talk about Training and Developing policy in UAE based company known as Tawteen. We’ll examine the effectiveness of this policy, describe its operation, show the policy outcomes and review the employees’ feedback on the policy. Before we go ahead with our analysis we should look at the policy in other regions rather than UAE. Also we’ll summarize an overview of our company and its internal operations to have a complete picture. Outside UAE: In USA we have â€Å"open career systems where individuals are given considerable freedom to manage their own careers. In such settings we find a chance to bid on jobs and training opportunities† (Towers 1996, p. 31) . However, Japanese companies operating in USA and UK â€Å"Job Training is typically provided internally, though at least in the early stages of operations there has been a tendency to buy-in managerial talent† (Towers 1996, p. 55). On the other hand, In European companies there is an â€Å"increase in training at all levels†. â€Å"Training and development is increasingly seen as a critical part of an organization’s HR strategy† (Towers 1996, p. 83). For example, in UK it is estimated that business spends 16 billion on training and developing their employees each year (Rana, 2000a). In UAE where business is growing very fast and we have huge number of skilful expatriates’ workers. Excluding enterprise companies, medium and small size companies don’t have training and development strategy. As ... ...ged and developed at work has major effects upon quality, customer service, organizational flexibility and costs’. By providing a framework for training and developing employees, Tawteen as a training and recruitment is contributing in the Emiratisation strategy by training UAE Nationals and maintaining the quality of training. References Bown B. 2000, Recognizing and Rewarding Employees, McGraw-Hill, New York. Harrison R. 1992, Employee Development, IPD, London. Laila Murad, HR Officer in Tawteen, Dubai, 2005 Marchington M. & Wilkinson A. 2003, 2nd Edition, People Management and Development. , Chartered Institute of Personal and Development (CIPD House), London. Pfeffer J, 1998, The Human Equation: Building Profits by Putting People First, Harvard Business School, Boston. Rana E. 2000, ‘IIP revamp aims to cut back on bureaucracy’, People Management, 13th April 2000, P14. Saif Sultan, System trainer in Tawteen, Dubai, 2005 Sanders D. 2000, ‘The Pros and Cons of Computer based learning’, Employee Development Bulletin 123, March 2000, P6-8. Towers B. 1996, 2nd Edition, The Handbook of Human Resource Management, Blackwell Business, Oxford.