Obuka I Razvoj

In: Business and Management

Submitted By lidiamk
Words 1063
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Obuka i razvoj

Oblast funkcionalnosti HRM-a posebno važna za efikasno iskorišćenje ljudskih resursa je obuka i razvoj. Značaj obuke za uspeh organizacije je dobro poznat. Zaposleni su presudan, ali skup resurs. Da bi se održala ekonomska efikasnost važno je prilagoditi doprinos zaposlenih ciljevima organizacije.
Vodeći autori davno su uočili važnost obuke kao centralne uloge menadžmenta. Prema Drucker-u, na primer, ono što se od svakog menadžera očekuje je da drugima prenese viziju i sposobnost da delaju. Osnovni zadatak menadžera je da razvija ljude i da usmerava, ohrabruje i obučava podređene.
Vladajući trend smanjenja, fleksibilne strukture organizacija i priroda menadžmenta u kom se moć prenosi na radnu snagu dodatno stavljaju naglasak na trening i podršku. Obuka je neophodno da bi obezbedila adekvatan izvor osoblja koje je tehnički i socijalno kompetentno, i sposobno za napredovanje u karijeri do specijalističkih odeljenja ili menadžerskih pozicija. Zbog toga postoji stalna potreba za razvitkom osoblja, a obuka ispunjava bitan deo ovog procesa. Obuku zato treba shvatiti kao integralni deo procesa menadžmenta ukupnog kvaliteta.

Koristi obuke

Cilj obuke je uvećanje znanja i veština, i promena stavova. Obuka je jedan od najvažnijih potencijalnih motivišućih faktora. Ovo može da iznedri mnoge koristi, kako za pojedince, atko i za organizaciju. Obuka može da:

• uveća samopouzdanje, motivisanost i posvećenost osoblja;
• obezbedi uvažavanje, povećanu odgovornost, i mogućnost povišene plate ili napredovanja;
• pruži osećanje ličnog zadovoljstva i postignuća, i uveća prilike za razvoj karijere; i
• poboljša dostupnost i kvalitet osoblja.

Obuka je stoga ključni element boljeg poslovanja organizacije. Obuka uvećava nivo lične kompetentnosti i kompetentnosti organizacije. Ona pomaže da se premosti rascep između željenog i stvarnog – između zamišljenih…...

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