human resource trends 1 2 paragraph response each to 2 classmate s discussion posts

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HR Trends

  • Describe the trend and analyze its potential implications for HR professionals. Will the trend require any adaptations or new procedures?
  • Offer a reasoned speculation on the future effects and outcomes of this trend.
  • Suggest how this trend, or future developments which will likely emerge from it, could be implemented in your own workplace. Appraise the potential benefits of this action.

Respond by Day 5 to two or more of your colleagues’ postings in one or more of the following ways:

• Ask a probing question.
• Share an insight from having read your colleagues’ postings.
• Offer and support an opinion.
• Validate an idea with your own experience.
• Make a suggestion.
• Expand on your colleagues’ postings.

Classmate 1: (BreAnna) “We all know that training is a program that helps employees learn specific knowledge or skills to improve performance in their current roles. Development is more expansive and focuses on employee growth and future performance. Proper training and development programs help you retain the right people and grow profits (“What is Employee Training & Development,” 2018).

This week I chose to discuss an article called “Looking Back and Looking Forward: Trends in Training and Development Research.” The article outlines the emergence of training and development research and practices over the past decade. The article goes on by mentioning the trend which is training effectiveness. There are four things to keep in mind to help train effectively. First, training works. We know that multiple training methods produce positive outcomes, training works for managers as well as employees. Second, despite the trend toward more and more self-guided learning (online), most trainees need support throughout the process. Third, while it is best to provide structure and guidance to learners, it is also crucial that they exert effort in training. Fourth and finally, as important as is effective training design, conditions before and after training have a tremendous impact on both learning and resulting performance change. Further, it is perhaps here that training research (as opposed to practice alone) has had the most impact on advancing the field (Kraiger, 2014).

To maintain a competitive edge in the marketplace, companies must invest in training and development for employees. Human Resources Professionals must focus on both training employees for their current jobs and developing skills for their future roles and responsibilities. Each year workplace learning changes and technology has been the primary reason. The trend of training is evolving so there will be new procedures put into action to keep up with the changing marketplace.

The article mentioned the primary goal for training is not only the mastery of knowledge and skills to do the job but the learning of skills in the social negotiation of meaning how to share knowledge and learn from others (Kraiger, 2014). On-demand training is what the future holds for training and development, being able to access training via phones and tablets. In the past, training was done at a workstation or conference room, but with on-demand training, you can prepare on the go. The outcome of this future effect will be good; technology is the future; on-demand training will be perfect for the workplace.

At my current job, we are already using the on-demand technique; we are trained to open accounts on tablets. It is a more modern approach. The benefit of this technique customers do not have to wait on the accounts desk; we can sit in the lobby face to face and go through the process step by step, it is very different from your traditional bank.

Conclusion

The article outlined several lines of research that can inform future training practice and looked back on the emergence of training research and practice over the past decade. All which were very similar. It is the job of human resource professionals to find new and more influential ways to translate research into practice.”

Classmate 2: (Machele)Introduction

There has been a lot of human resource related changes and trends which have been observed in most organizations all over the world. Most of these trends have been greatly influenced by technological advancements, changes in state laws as well as the influence of the media on organizational practices. These changes have increasingly improved human resource operations as most of the changes have positive implications for the organization both in the long run and short run. An example of such a trend that has been experienced in most organizations is the drug-free workplace or environment.

The trend has been influenced by the numerous cases of accidents related to drug abuse that have been reported in most organizations. Such accidents have made most of the organization to incur huge costs in terms of medical expenses as well as loss of valuable employees thus making organizations to come up with policies that will eliminate the problem (Stewart, 2018). Having a drug free workplace involves putting several policies in place.

Implementing a checklist of signs of drug and alcohol use policy

There are certain employees’ behaviors that show that they are under the influence of alcohol or drug. This may include unsteady walking, drowsiness, unusual talking pattern or even alcohol or drug-related odor (Stewart, 2018). Including such signs in the company’s policies will help managers solve such cases without any discrimination.

Training managers on how to identify drug abuse-related signs

Training the management of drug abuse handling will help in maintaining compliance in different organizational areas. It will help the manager to effectively handle such cases when they arise (Stewart, 2018). A lot of organizations have also purchased drug testing kits to handle the incidence of drug abuse better.

With such trends, the future of human resource is to be admired as there will be increased retention of employees as well as a reduction of unnecessary costs related to medical expenses due to either accidents or drug-related illnesses. The trend has been positively welcomed in many workplaces and has helped a lot as such cases have significantly dropped since its implementation.

Conclusion

The drug-free workplace has been a significant trend in most organizations as it has proved to be beneficial in numerous ways. This has helped in reducing costs for many organizations hence the increased implementation in most organizations.”

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