Criticality of Human

Resource Services
Accuprosys

The Training and Organizational Development unit of Human

Resource Services promotes efficiency and productivity among
staff and in the organization.

It furnishes training
opportunities which
enable employees at
many levels to build
their skills required to
be successful in their
respective careers and
also to make them
ready for duties by
taking part in several
developmental
curriculums.

Human Resource
consultancy firms offer
training and
development services
as part of their Human
Resource services to
help companies
improve the efficiency
and management of
their employees.

HUMAN RESOURCE TRAINING

AND DEVELOPMENT SHOULD
BE CARRIED OUT IN SUCH A
WAY THAT IT WOULD
SMOOTHEN THE
MANAGEMENT MACHINERY
AND TURN IT INTO A FORCE
THAT PROPELS THE
ORGANIZATION FORWARD.

If the training and development of management is not professional or

optimal like it should be, then the resultant outcome would be a
bureaucratic framework which would be deterrent to the engagement,
motivation and cooperation of people in the organization.

 Instead of getting stuck

in employee grievances,
the HR department of a
company should work
towards developing its
workforce to tackle
difficult situations and
to sort out their
differences with other
employees at work.

For this,
Human
Resource
training and
development
offers the
groundwork
and third party
help from HR
consulting
service
companies can
be sought.

HR Training and
Development
Responsibilities

The responsibilities of an HR
training and development
program cover:

Discussion with the managers and overlookers

on employee development problems, enforcing
on-the-job training, making performance plans,
and also reinforcing the utilization of new skills
and know-how after training has been finished.

Evaluation of group or individual training

requirements.

(contd)
The design and/or handing over of tailor-made
training programs for all the employees, utilizing
traditional and non-traditional practices, and
adjusted to particular needs and audiences.
Curriculum encompasses tailor-made programs
to address a mixture of departmental problems
along with professional and management
development certificate programs.
Sustenance of a contract with all sections within
the organizational objectives, carrying on
process improvement analysis, and developing
and offering a place of learning on request.

(contd)
Recognition and categorization of external
training resources as required that includes
computer and web-based training in fields
related with the obligations of Human Resource
Services' Training and Organizational
Development section.
Establishment of in-house employee training
and development assessment as referred to
Human Resource Services related programs.
Coordination and management of new employee
orientation.
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Back-bone of Training
and Development

Back-bone of Training and

Development
Training: Training action is centered on and assessed
against the job which an individual presently has.
Education: This process focuses on the jobs which
an individual can possibly carry in the time to come,
and is measured against those jobs.
Development: This part centers on the actions that
the organization hiring the individual, or that the
individual is part of, may get involved in, in the time
to come, and is almost unimaginable to measure.

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The "stakeholders" in training and development are classified

into supporters, customers, line managers, participants,
facilitators, and providers.

The supporters of

training and
development are senior
managers.
The customers of

training and
development are
business planners.

Line managers are in

charge of coaching,
resources, and
performance.

The participants
are the ones who in
reality experience
the procedure.
The facilitators are
the Human Resource
Management staff.
The providers are
the experts in the
field.

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All of these groups have

their own plans and
needs that can
sometimes battle with
the plans and needs of
the others.

12

ALL OF THESE GROUPS HAVE THEIR OWN

PLANS AND NEEDS THAT CAN SOMETIMES
BATTLE WITH THE PLANS AND NEEDS OF THE
OTHERS.
Possessing only talent, knowledge, and skill
would not make up for a bitter relationship
with a higher-up, peer, or client.

13

Building up of talent is the method of

transforming an organization, its
workforce, stakeholders, and sections of
people in it, utilizing planned and
unplanned learning, so as to attain and
keep a competitive advantage for the
organization.

14

Although talent building is kept usually only for the

higher up of the management it has got a lot
clearer.
Career building is

important for the

retention of employees,
irrespective of their
hierarchy in the
company. Studies have
revealed that some
kind of a career way is
required for the
employee to hold any
job satisfaction and to
keep the job.

Employee
satisfaction could
be an area that
organizations
should focus on a
lot more.

15

Employees have their

own Share of
responsibility too

16

The
employees
should also
take the
step
towards
measuring
skills and
interests
and look out
for building
activities
that go with
the
requirement
s and
functions to
distinguish
training and
developmen
t goals.

THE EMPLOYEES SHOULD

ALSO TAKE THE STEP
TOWARDS MEASURING
SKILLS AND INTERESTS AND
LOOK OUT FOR BUILDING
ACTIVITIES THAT GO WITH
THE REQUIREMENTS AND
FUNCTIONS TO DISTINGUISH
TRAINING AND
DEVELOPMENT GOALS.

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 The employees should also

take the step towards
measuring skills and interests
and look out for building
activities that go with the
requirements and functions to
distinguish training and
development goals.
The employees should also
take the step towards
measuring skills and interests
and look out for building
activities that go with the
requirements and functions to
distinguish training and
development goals.

This works to
their benefit
by enabling
them fulfill
their training
and
development
goals while
saving up on
financial and
staff
resources at
the same
time.

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The support of HR training

and development would
make a winning
combination for the
employees and for the
company as well.

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The advantages of this

include:

Employees with increased skills,

furnished to cope with the varying
requirements of the company;
working to their utmost output, high
team spirit among employees, creativity,
and motivation;
career expiation, heightened
responsiveness in meeting departmental
objectives;
and enhanced productivity.
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ACCUPROSYS, WITH ITS

EXPERTISE IN HUMAN
RESOURCE SERVICES
CATERS TO TRAINING AND
DEVELOPMENT
REQUIREMENTS OF ITS
It is the best HR consultancy in Hyderabad.
CLIENT COMPANIES.

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