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Organizational Behaviour and Human Resource Management pp 173–203Cite as

Training and Development of Human Resources: A Brief Contribution to a Better Understanding of Its Relevance

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Part of the book series: Management and Industrial Engineering ((MINEN))

Abstract

Integrated in a context characterized by deep changes , with increasing levels of competitiveness, organizations need well-trained and informed human resources able to answer quickly and effectively to the challenges that they are facing. Given this dynamic, this chapter seeks to study and highlight the importance of training and development in the context of current management, with particular emphasis on human resource management. In view of the nature of training and development as well as the key elements to be considered in the definition and implementation of a training program, we will look to study the different training and development methods with particular emphasis on those most frequently used today. Parallel to the process of workers’ development, we will also look to study the organizational development process, without neglecting the problem of diversity in work.

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Author information

Authors and Affiliations

  1. School of Economics and Management, University of Minho, Braga, Portugal

    Carolina Machado

Authors
  1. Carolina Machado
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Corresponding author

Correspondence to Carolina Machado .

Editor information

Editors and Affiliations

  1. School of Economics and Management, University of Minho, Braga, Portugal

    Carolina Machado

  2. Department of Mechanical Engineering, University of Aveiro, Aveiro, Portugal

    J. Paulo Davim

Testing Your Knowledge

Testing Your Knowledge

1.1 Answer the Following Questions as True (T) or False (F)

  1. 1.

    Through training we seek to improve the current performance of workers, increasing, through learning, their abilities and potentialities.

  2. 2.

    The development of personnel is relate with the identification of the short-term capabilities that result from the company’s strategic plan.

  3. 3.

    In order to most effectively answer to the changes they are facing, organizations themselves also need to develop changes in the way they are organized, structured, in sum, in the way their tasks and all of their activities are developed.

  4. 4.

    HRM has to prepare the employees as best as possible to achieve organizational goals in order to increase productivity.

  5. 5.

    As key change agents or researchers, the key objectives of training and development practitioners are to establish appropriate systems, and to support structures that communicate, reinforce and institutionalize new behaviors, values and attitudes, and ensure that the sustainability of change efforts remains in the short term.

  6. 6.

    A method for identifying the organization needs in terms of training, is to do a four-level analysis and then determine whether or not there are needs for each of them.

  7. 7.

    The “know to know refers to the development of the tasks, aiming here to transmit to the trainee the key elements for the efficient execution of the tasks.

  8. 8.

    Role playing allows the improvised representation from a given situation, having the trainees to recreate the roles stipulated in that situation.

  9. 9.

    Coaching is nothing less than a management tool, which is used to guide and develop a worker’s career.

  10. 10.

    Learning action is a way of learning based on the action and experience we are acquiring.

1.2 Answers

  1. 1.

    True

  2. 2.

    False

  3. 3.

    True

  4. 4.

    True

  5. 5.

    False

  6. 6.

    False

  7. 7.

    False

  8. 8.

    True

  9. 9.

    False

  10. 10.

    True

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Machado, C. (2018). Training and Development of Human Resources: A Brief Contribution to a Better Understanding of Its Relevance. In: Machado, C., Davim, J. (eds) Organizational Behaviour and Human Resource Management. Management and Industrial Engineering. Springer, Cham. https://doi.org/10.1007/978-3-319-66864-2_8

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  • DOI: https://doi.org/10.1007/978-3-319-66864-2_8

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  • Publisher Name: Springer, Cham

  • Print ISBN: 978-3-319-66862-8

  • Online ISBN: 978-3-319-66864-2

  • eBook Packages: EngineeringEngineering (R0)

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