本文主要讲述的是组织培训的目的，不同的国家，如英国、美国和日本，在培训和发展项目的员工配备过程中或多或少采用了相同的方法。然而，从各种各样的研究中，一个重要的因素得到了反映。这遇到了一个事实，即业务组织也必须评估培训员工所需的领域。根据我们的情况，有许多公司浪费了他们的资金，因为他们无法评估培训所需的领域(Kofinas & Folke, 2010)。仅仅对员工进行培训是不够的，这也是企业识别的关键。此后，美国一系列组织的失败发展了培训周期的概念，并得到了企业的认可。培训周期进一步使得整个系统更加系统化。本篇利物浦论文代写文章由英国论文通AssignmentPass辅导网整理，供大家参考阅读。
The different countries like the UK, US, and Japan are following more or less the same approaches in the process of equipping the employees in the way of training and development programs. However, from the varied research studies, one vital factor got reflected. This encounters the fact that the business organizations must also assess the required area of training the employees. As per the scenario of US, there are a number of firms that wasted their funds as they were not able to assess the area for which the training is required (Kofinas & Folke, 2010). Only providing the training to the employees is not sufficient, this is also essential for the firms’ identify. Thereafter, the failures of a range of organizations in the US developed the concept of training cycle which was acknowledged by the firms. The training cycle further made the entire system to be more systematic.
Further studies have shown that the process of the human resource management is upgrading in different economies. At present, the use of online recruitments process is accounted to the common practices. Mainly, in the aviation sector of UK, this is followed in the e-recruitment system for the carry on of the management human resource. As evident in the case of British Airways, the process of following the e-recruitment system is proved to be more productive. This helped the organization in the process of filtering out the candidates and selecting the most appropriate candidates for the job profile. Slowly and gradually, the trend was followed by many others while recruiting human resource for the business.
The leading economies of the world like the US, UK and Japan are following the most effective practices of managing their human resources. From the studies, the factor got reflected that training has been identified as the key to achieving the competencies. In the case of Japan, the human resource management system is more people-centric compared to the organizational objectives. The resources availability in Japan is limited, and this is the main reason that the Japanese firms are emphasizing on the development of the potentials of their employees by the way of providing them with proper training facilities (Cummings & Worley, 2014). Moreover, to compete with the other economies in the global market, Japan is trying to educate their employees in a productive manner so as to sharpen their qualities and skills.
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