HumanResourceDevelopment外文文献.doc

Human Resource Development: an Analysis of Training Programs Introduction With the widespread development of modern corporates and organizations, more attention has been paid to negative consequences associated with corporate crisis and communications and public relations have become a reactive strategy for most of companies. Those crises may result from lack of formal training and on-the-job experiences (Lynn and Erica, 2008). Although most leaders in a group are aware of the negative effect of them, inappropriate behaviors may take a back seat to managing the more pressing matters (James Wooten, 2005; Shaw Harrald, 2004). The role of human resource development is self-evident and effectively utilizing HRD in modern organizations will bring benefit to the whole group and save time and energy, thus turning positive result. Definition The general meaning of human resource is the accumulation of the talents who can promote social development and reach the same goal of the group (Chen, et al. 2006). Employees’ training and development is one of the most important parts of human resource development. From the perspective of employees, training and development can help them fully achieve and utilize their potential, hence realize ego value and raise work satisfaction, and enhance the sense of organizational belongings and responsibility. While from the perspective of corporates, fully developing and training their employees are the essential task and duty. An effective training can considerably reduce accidents, lower costs; add work efficiency and economic benefit, thus upgrading the comprehensive market competitiveness of the company. Werner and De Simone (2009) assert the definition of human resource development as “a set of systematic and planned activities designed by an organization to provide its members with the opportunities to learn necessary skills to meet current and future job demands”. The definition of training is through the approach of coaching and exp