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    Advera Assig 2 - 060101

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    Walton Jr Kobe TZ
    This document contains a student assignment response from the Department of Business and Entrepreneurship Studies at the National Institute of Transport. The response addresses how managers' reluctance to spare key employees for training can be resolved. The student provides six solutions: 1) demonstrating the benefits of training, 2) offering flexible training options, 3) using on-the-job training, 4) developing a training plan, 5) rewarding employees for training, and 6) planning for employee development. The response is supported by references from textbooks and studies on human resource management and organizational behavior.

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    Advera Assig 2 - 060101

    Uploaded by

    Walton Jr Kobe TZ
    33 views4 pages
    This document contains a student assignment response from the Department of Business and Entrepreneurship Studies at the National Institute of Transport. The response addresses how managers' reluctance to spare key employees for training can be resolved. The student provides six solutions: 1) demonstrating the benefits of training, 2) offering flexible training options, 3) using on-the-job training, 4) developing a training plan, 5) rewarding employees for training, and 6) planning for employee development. The response is supported by references from textbooks and studies on human resource management and organizational behavior.

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    Human resources notes

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    advera assig 2_060101

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    This document contains a student assignment response from the Department of Business and Entrepreneurship Studies at the National Institute of Transport. The response addresses how managers' reluctance to spare key employees for training can be resolved. The student provides six solutions: 1) demonstrating the benefits of training, 2) offering flexible training options, 3) using on-the-job training, 4) developing a training plan, 5) rewarding employees for training, and 6) planning for employee development. The response is supported by references from textbooks and studies on human resource management and organizational behavior.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    33 views4 pages

    Advera Assig 2 - 060101

    Uploaded by

    Walton Jr Kobe TZ
    This document contains a student assignment response from the Department of Business and Entrepreneurship Studies at the National Institute of Transport. The response addresses how managers' reluctance to spare key employees for training can be resolved. The student provides six solutions: 1) demonstrating the benefits of training, 2) offering flexible training options, 3) using on-the-job training, 4) developing a training plan, 5) rewarding employees for training, and 6) planning for employee development. The response is supported by references from textbooks and studies on human resource management and organizational behavior.

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    © All Rights Reserved
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    Download as docx, pdf, or txt
    of 4

    NATIONAL INSTITUTE OF TRANSPORT

    DEPARTMENT OF BUSINESS AND ENTREPRENEURSHIP STUDIES


    (BES)
    MODULE NAME : PRINCIPLES OF HUMAN RESOURCE MANAGEMENT
    MODULE CODE : HRU 07203.
    LECTURER’S NAME : GODFREY MWEMA.
    PROGRAMME : BBA
    STREAM :A
    SEMISTER : II
    TASK : INDIVIDUAL ASSIGNMENT 02
    ACADEMIC YEAR : 2022/2023
    SUBMISSION DATE :12/05/2023
    S/N STUDENT NAME REGISTRATION NUMBER SIGNATURE

    01. ADVERA G KAMUGISHA NIT/BBA/2022/1927


    02. ANDREA A KALINGA NIT/BBA/2022/2258

    03. ANOLD L KAVISHE NIT/BBA/2021/1749

    04. COLETHA MIZENGO NIT/BBA/2022/2214


    05. EVELYNE PALANGYO NIT/BBA/2022/1925

    Question:

    Often managers are reluctant to spare their key employees for training or retraining. Basing on
    the aforementioned statement, explain clearly how can this problem be resolved?
    Answer:

    A manager is a person who directs, plans, and coordinates the work of others to achieve
    organizational goals. Managers are responsible for making decisions, allocating resources, and
    overseeing the day-to-day operations of a business or department. They are required to have
    skills such as leadership, communication, problem-solving, and decision-making. According to
    Peter Drucker, "the task of management is to make people capable of joint performance, to make
    their strengths effective and their weaknesses irrelevant". In his book "The Practice of
    Management", Drucker emphasizes the significance of management as a skilled activity and
    highlights that it requires the development of sound principles based on a sustained study of
    management. The problem of managers is reluctant to spare their key employees for training or
    retraining can be solved by the following: -

    1. Show the benefits of training: One way to overcome managers' reluctance to spare key
    employees for training is to demonstrate the benefits of training to the organization.
    According to Griffin and Moorhead (2019), training can enhance employees' skills and
    knowledge, which ultimately can lead to improved productivity and quality of work.
    Managers can communicate this to employees and reassure them that the time spent on
    training will pay dividends in the future.
    2. Offer flexible training options: Another way to address this problem is to offer flexible
    training options that can accommodate employees' schedules. For example, managers could
    offer online courses or self-paced learning modules that employees can complete in their own
    time. According to Noe (2017), technology-based training can be an effective way to deliver
    training to employees who have limited availability.
    3. Use on-the-job training: Managers can also use on-the-job training as a way to train
    employees without disrupting their work. According to Tovey (2017), on-the-job training can
    be an effective way to develop employees' skills while also allowing them to continue their
    work. This can involve having the employee work alongside an experienced colleague or
    mentor, or receiving coaching or feedback from a manager.
    4. Develop a training plan: A well-developed training plan can also help overcome managers'
    reluctance to spare key employees for training. According to Bratton and Gold (2017), a
    training plan can help managers identify the skills that need to be developed, the appropriate
    training methods, and a timeline for implementation. This can help minimize any disruptions
    to work and reassure managers that the training is targeted and efficient.
    5. Reward employees for training: Managers can also motivate employees to participate in
    training by offering rewards or incentives for completion. According to Noe (2017), rewards
    such as bonuses, promotions or additional responsibilities can encourage employees to invest
    time and effort in training. This can help managers to balance the needs of the organization
    with the development of their key employees.
    6. Plan for employee development: Finally, managers can overcome reluctance to spare key
    employees for training by making employee development a priority. According to Griffin
    and Moorhead (2019), employees are more likely to be motivated and engaged in their work
    when they perceive that their organization is investing in their development. This can help
    managers to build a culture of continuous learning and development, which can benefit the
    organization over the long term.
    REFERENCES
    Bratton, J. and Gold, J. (2017). Human resource management: Theory and practice. Palgrave
    Macmillan.
    Griffin, R. W. and Moorhead, G. (2019). Organizational behavior: Managing people and
    organizations. Cengage Learning.
    Noe, R. A. (2017). Employee training and development. McGraw-Hill.
    Tovey, M. D. (2017). The One-Minute Guide to On-the-Job Training. John Wiley & Sons.

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