Human Resources Training :: Human Resources Essays

The bottom line for whatever company is how efficient the workforce is at producing a quality product. any company which desires to stay ahead of its competition will engage in tuition and team building efforts for their employees. However, is it really effective? What if the employees do not perceive the procreation in a positive manner? In their grapheme take away, Employee perceptions and their influence on training effectiveness, Amalia Santos and Mark Stuart examine these questions and more.The staple research question at hand was Overall, what are the employees spots and perceptions toward the training they were cosmos asked to obtain? Secondly, are the workers able to take the training which they behave received and utilize that knowledge in the workplace?Santos and Stuart state that most of the human resource literature seems to point at the fact that training is the most significant factor in obtaining behavioral and cultural change. They mobilise Keep, E. (1989). Corporate training the vital component? in New Perspectives on humanity Resource Management as showing that training was able to have about a deeper commitment by workers toward a project as well as bring out certain talents or abilities that may not have been utilized or noticed before(Santos, Stuart, 2003).The researchers hypothesis was that the evaluation methods would make a difference in matching the type of training to the employees needs and that when this was done the employees attitude toward the training would be a positive one.Most of the research participants were employees who worked in the core monetary services business. Upper management were included as well as those in the branches, on the line, and the head office. Names were selected helter-skelter from a computers system.One of the larger variables in this case study was the motivation of the employee himself. One of the larger complaints that Santos and Stuart point out, is that companies are outlay larg e amounts of money on training but have no way to determine whether a certain type of training is being effective or not. The dependent variables were those employees whose interest level was known to be high. These people wanted the training and were highly motivated to attend.This case study took place in 1999 for the span of four months in a financial services organization called FinanceCo(Santos, Stuart, 2003). This company had a high-priced reputation for implementing good people management processes and they had the reputation for being quite invested in the brain of ongoing and regular training for all of their employees.