How Can Hr Management Systems and Practices in Singapore, Be Re-Designed Using Km and Ol Principles to Increase Innovation and Competitive Advantage over the Next Five Years.

Training is a planned effort to enable employees to learn job-related knowledge, skills, and behavior. Development involves acquiring knowledge, skills, and behaviors that improve employees’ ability to meet the challenges of a variety of new or existing jobs, including the client and customer demands of those jobs (p. 9).

Training and development are important because without it the organization will not move forward due to the employees not moving forward. The training starts as soon as the individual is being interviewed. There are questions, answers maybe a personality test to confirm that the individual has the right vision and ethical background as the organization. If the individual does not match then the organization may not hire that person.

Training and development is one of the fields in human resource management. It is concerned with the activity of the organization that is aimed towards bettering the performance of the individual members of the organization as well as groups and teams in the organization. It also has other names such as learning and development and human resource development. It encompasses three main activities. These are training, development and education. Training is the activity which involves focusing on and evaluating the job that is held by the individual. Development refers to the activities which focus on the activities taken by the organization which employs the staff to better the working environment. These activities are next to impossible to evaluate. Education refers to focusing on the jobs that individuals hold in future and it is evaluated against these jobs. When an organization undertakes these training and development activities, they led to increased productivity of the members of staff ADDIN EN.CITE Harrison20051005(Harrison, 2005)100510056Harrison, R.Learning and development2005LondonChartered Institute of Personnel and Development9781843980506http://books.google.co.ke/books?id=vMFcnZiT63cC( HYPERLINK l "_ENREF_3" o "Harrison, 2005 #1005" Harrison, 2005).

Training and Development is a powerful and cost effective tool for any organization provided it is implemented to match the needs and objectives of the business.

The objective of training and development is to empower the employees with knowledge, skills, abilities and attitudes that ensure a better employee

Basically, training is refer to a process of teaching new employees about the skills that needed by a person to do their job or task given by an organisation in a company. Training refers to improving abilities of employees in order to complete their task in an organisation. In comparison, development is refers to activities planned to improve skills over a long period of time (Jackson & Schuler, 2003). Besides that, training is also about to maintaining the employees’ own competition by improving their knowledge, skills and abilities (Lane & Robinson, 1995). In other words, training is an activity that aims at conveying information and instruction to develop the trainees’ performance to help them in order to accomplish a needed level of knowledge or skills.

Training is referred to as the process of imparting specific skills. While designing the training program, it is important to keep the company’s strategic goals and objectives in mind. Whether or not it’s possible to ensure a complete sync, competencies are still chosen in a way which benefits both the employee and the organization.

It is the duty of the Human Resource department to provide the employees of the company with opportunities to develop skills and improve themselves. Training is not only a way to develop employees but also a strategy to retain, develop, and reward employees. Training does have an effect on productivity, safety, and development. Employee development can change an organization, and it employees just by using planned and unplanned training. The company can succeed in maintaining an advantage for the organization. Training and development is a critical aspect of an organization 's talent management strategy. Every organization needs to invest in it to attract and retain talent and grow their employees ' knowledge base and capabilities (HR

Training and development allows organizations to achieve management objectives, resolve issues and align cultures to their mission and values. With

“…organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning to see the whole together”.

Training is “any attempt to improve employee performance on a currently held job or one related to it”, (Bernardin & Russell, 2013). They further explain that “for training to be effective, it should involve a learning experience, be a planned organizational activity and be designed in response to identified needs”. He defines development as “a learning opportunity designed to help employees grow”. Training and career development is important for employees in an organization that wants to progress.

Training and development programs are introduced to organizations to improve the knowledge, skills, and abilities of employees. In addition, development and training programs are essential for an organization to successfully train and educate their employees. The quality and variety of the training companies provide is key for motivation. Reasons for training range from new-hire training about your operation to introducing a new concept to a workgroup. Quality training and development programs are essential in keeping the staff motivated about learning new concepts and keeping the department profitable.

• Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees.

The organization should practice employee training and development in all types of employees be it a high caliber employee or low caliber employee. Employee training and development in modern organizations has vast effects on the remunerative investment of an organization. Organizations that desire to keep up with global changes provide their employees with training to improve their skills and experience. Large organizations promote and maintain the model of continuous and permanent employee training.

Oribabor (2000) says that the aim of training and development to develop competencies such as technical , conceptual and managerial advantages for the furtherance of individual and organizational growth, also Isyakn (2000) identified that this process “TRAINING and DEVELOPMENT” is a continues one. Among other school that has highlighted the significance of Training and Development are Akintayo (1996), Graig (1976) and Oguntimehin (2001). They have postulated the functions as follows :-