Training-ul, modalitate eficientă pentru perfecţionarea resurselor umane manageriale şi de execuţie
The purpose of the present article is that of highlighting some aspects related to the concept, methods and techniques in training and their importance in perfecting human resources in an organization. One of the main requirements in a functional market economy is the permanent need for training.
The study’s objectives aim at proving that investments in human resources improvement and development must rely on individuals’ and groups’ conviction of developing their professional career, contributing in this manner to organizational performances improvement, as well as to gaining some competitive advantages.
The organization managers’ awareness, whatever their level, as well as human resources professionals’, concerning the proper way of practicing training assist them in developing a relevant cause) effect relationship between planning a course and achieving a clear, carefully settled goal.
The research methodology has in view the analysis of training terminology and its significance in the development and improvement of human resources management, in general, and of internal and international economic affairs management, in particular.
Training helps acquiring new knowledge, skills and abilities required for efficiently achieving a present or future job’s tasks. Learning represents a permanent relative change of the cognitive resulting from theoretical research and experience and it influences the behavior of human resources managerial and performance staff.
Form the individual’s viewpoint, the training represents an investment in oneself and in the career, having as a main purpose learning facilitation in a target audience. The main results are verbal information (name, relations, facts), cognitive strategies (which represents the learning process), intellectual abilities (concepts and rules), physical abilities and attitudes (the set of beliefs which determines an individual to behave in a certain way).
In an organization, a training program success results from its functions: identifying training needs, the development of the training program, the training program performance and the program assessment.
Training programs address both the individuals who are looking for a job and those who already are in a certain position in the organization and they want to improve it.
Having as a starting point the widely admitted fact that people, the human capital, represent the main strategic resource in organizations and, in general, of the economy and contemporary society, the present research highlights and argues the fact that training contributes relevantly to developing, innovating and improving this capital.
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