Training and Development

Training and development

2006 Training and Development

PART I

Traditionally , people perceive `career ' as one 's advancement through life , especially in a profession or occupation . However , this traditional perception is no longer appropriate to describe the nature of careers in the 21st century . The reason is that in this century we cannot consider a career as a linear , systematic advancement up the corporate ladder since the notions fail to take into account the environment where people work - an environment that suggests unprecedented rates of change . Under such circumstances , there are

three ideas on career development activities . They base on work experience job performances , and changing of both external and internal conditions

The most significant consideration for career development is the changing of both external and internal conditions . To be specific , major factors that have the transformational effect on work and careers development fall into three areas : the economy , new technology organizational culture

The economy : globalization of business activity and competition has lead to increased productivity demands and an emphasis on cost reduction

New Technology : formerly labor-intensive processes are being automated and computing is changing the speed and volume of communication and information

Organizational culture : this ranges from privatization , increased investor sophistication and power , refocusing around core business activities , downsizing and de-layering , devolvement of more responsibilities to employees , looser structures , higher rates of restructuring , and more use of outsourcing and temporary staff

Therefore , the three changing factors have direct implication in today 's business environment such as there will be more career transitions for more people , lots of training are required to meet both personal career and business management skills . Moreover , training will play significant role since business continues to be specialized that need specific skills as well

The second idea is work experience . This is most common idea that many organizations implement in which a person who serves a company within a long period will likely to be promoted quicker than that that came later

The third idea is to develop career development based on the job performances . In this method , a person who performs best achievement in a division will likely to be promoted sooner that that who underperformed although the underperformer has worked in the company longer than the best performer

Part II

II .1 Importance of Workers Evaluation

Concerning the need to perform workers evaluation , I agree with Jennifer that it is imperative to have a formal appraisal approach in to reinforce the right things that employees do and to warn them if they have performed some mistakes in their routine jobs

In my opinion , the formalization of workers evaluation also enables the company where Mel and Jennifer work for when dealing with achievement appraisals since current trend is the payment and rewards is based on the jobs performances

Rewards , incentives and appraisals are three things that have similar intention but have different meaning . According to Babylon .com , rewards mean prize , payment , compensation . Incentives mean stimulus , inducement and encouragement while appraisals mean estimation of value or...