Human Resource Management Assignment :: essays research papers

The organization I am most familiar with is that of which I am currently employed, Farmhouse Studios is a small company consisting of seven people: The Director/Owner, two managers of equal rank, two designers, a sound engineer, a technician and a secretary. My position is that of one of the managers, my job is to generate new business and oversee day to day production. Farmhouse studios is in the compact disk duplication market, we provide a turnkey service in which company profiles may be set up on CD-Rom for promotional purposes, we also provide audio CD’s along with use of our fully equipped state of the art music studio. The two areas I felt would be applied best to this organization are training and development, and motivation. Before discussing either of the two one must first really understand what training and development really consist of. This assignment entails of me to compare what I have learnt in this module with my practice at work, however by doing so certain aspects must be simplified due to the size of the company. Large organizations would constantly analyze performance and would probably have a training department. In our company’s case training usually follows an introduction of new hardware or software. Technology is one of the most important factors at Farmhouse Studios, being an I.T based company, new technology is always being introduced. Just before the beginning of 2005 new printers were brought in and our technician was sent overseas to attend a course. Our designers attend courses regularly so as to keep informed regarding the constantly progressing world of I.T and gr aphic design. Training results in better utilization of high tech equipment, the efficiency of staff increases dramatically. Once a workforce is professionally educated regarding the field they deal with everyday the response is very positive, one may see a change in performance almost immediately. When discussing training and development we must keep in mind that this process is vital yet it is usually very costly in many different ways. Firstly there is the actual cost of training an individual; there is the time it takes for an individual to be trained. Assessing whether training is needed requires analysis. Companies must look at training as an investment, investments are carried out with ample thought and so should training a workforce. Productivity, quality control, cost and customer satisfaction are all areas in which problems arise within a company, this is when it is crucial to identify the problem to see if it was a result of insufficient training.