The impact of human capital management on operational performance at the gambia national water and
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- 2.3.3 Extensive Training, Learning and Development
| 2.3.2 Selective Hiring
Increasingly, employers are looking for applicants who possess a range of social interpersonal and team working skills in addition to technical ability. Sought trainability 20 and commitment, “In a growing number of situations, it would appear that employer feel that they can provide technical training for people so long as they have the ‘right’ social skills, attitudes and commitment (Sturdy et al 2001: Callaghan and Thompson, 2002; Marchington et al 2003) For example, attracting a large number of applicants for a position may indicate poor HR procedures due to failures to define the job adequately prior to advertising. Competencies to be sought at the selection stage include trainability, flexibility, commitment, drive and persistence and initiative. The key point about ‘best practice’ selection is that it should be integrated and systematic, making use of the techniques which are appropriate for the position and the organization, and administered by individuals who have themselves been trained. 2.3.3 Extensive Training, Learning and Development Having recruited ‘outstanding human talent’, employers need to ensure that these people remain at the forefront of their field, not only in terms of professional expertise and product knowledge but also through working in teams or in interpersonal relations’. The use of the word ‘Learning’ is crucial as it demonstrated employer willingness to encourage and facilitate employee development rather than just providing specific training to cover short-term crises’. Quite a number of the studies have looked solely at the financial or quantitative aspects in terms of money or time invested in training and ignored the quality or relevance of training and learning that is provided. It is now widely acknowledged that most workers are overqualified for the jobs they do (Grugulis 2003) and as such extra training may add little to organizational performance or worker skills. Therefore the quality of training, both in terms of its focus and delivery, is clearly more important than a simple count of the amount provided. |