Challenges In Implementing Effective Human Resource Training And Development Activities

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dc.contributor.authorPemdip Kaur
dc.date.accessioned2017-11-07T00:48:28Z
dc.date.available2017-11-07T00:48:28Z
dc.date.issued2014-05
dc.description.abstractHuman resource training and development (HR T&D) in manufacturing firms is a critical aspect of the development of a knowledge-workforce in Malaysia. The objective of this study is to examine challenges to the effective management of HR T&D activities in manufacturing in Malaysia. In order to achieve this objective, in-depth interviews were conducted with 2 HR professionals are the people who in charge in managing employees’ training and development, HODs from front of line (FOL), HODs from end of line (EOL), production planners, plating managers and estimated 20 minutes for each. The data from each interviews is analyzed one by one to judge the effectiveness of the training and development provided by Carsem and the problems which still occur in each department after the training. This study manage to analyze and identify the issues and helping to resolve the problem. By using method of symptom versus problem framework (SVP) analysis, the root cause of the issues identified. The root cause of the issues to the effective management of HR T&D from two Carsem sites in Malaysia are lack of SOP implementation to evaluate the measurements, lack of communication between HODs and HRD, no capability to adapt department issues, HODs priorities operation activities, no hands on training, training policy and training plan does not match, impact on learning during training and small budget allocation for training. The identified problems are due to no SOP for training effectiveness and poor TNA implementation. Several recommendations were proposed to counter measure each factors of ineffective training and development in Carsem such as employees can raise idea on type of training they would like to undergo, HR to brief employees on the purpose of training and the outcome after the training, after training HR to get feedback to improve training in future, performance of every undergo employee to be evaluated, training program should evaluate the abilities, competencies and potentials of trainees for a particular job or work skills, it should aim to narrow down the gap between expected level of performance and the actual level of performance, more priority is given for on job trainings than the value addition programs like motivations, stress management, group dynamics, design training based on current requirement which includes development of technical skills, personality development, computer knowledge, training session to be more interactive and participative and training not only focusing on new recruit but also including current employees to share ideas. It is hoped that the findings of this study will provide HR professionals with a clear understanding and awareness of the various challenges in managing effective HR training and development. Hence, relevant and appropriate policies and procedures can be developed and implemented for an effective management of HR T&D.en_US
dc.identifier.urihttp://hdl.handle.net/123456789/5236
dc.language.isoenen_US
dc.publisherUniversiti Sains Malaysiaen_US
dc.subjectThe effective management of HRen_US
dc.subjectin manufacturing in Malaysiaen_US
dc.titleChallenges In Implementing Effective Human Resource Training And Development Activitiesen_US
dc.typeThesisen_US
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