Strategic Human Resource Management and Training

Subject: Employee Management
Pages: 1
Words: 324
Reading time:
2 min
Study level: College

When a company hires a skilled worker who matches the firm’s culture this ultimately helps lower the turnover and the cost of hiring. One of the major benefits of recruiting for fit is saving money (Mello, 2014). Moreover, when employees are settled in the workplace, they are more likely to promote and personify the principles of the organization to friends and family. High degrees of employee involvement are significant to the business. If the moral standards of the workers accord with those of the firm, then the employees are more likely to be satisfied at work. Conversely, some of the limitations include poor retention, emphasis on personality, and increased pretense.

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The employer may excellently ensure that the recruits conform with the organization’s culture while hiring the most qualified applicant by having a set of values and devising ways of translating them into duties. The management should reference the ethics in the advertisement for the role.

One of the pros of on-the-job training is easy to tailor to the company’s needs and may be completed at short intervals. Conversely, its weakness is that it may be ineffective and unlikely to generate unique skills and ideas for the enterprise. On-the-job training strategy is more suitable for large manufacturing institutions or companies. Again, an advantage of off-the-job coaching is that the trainer gives top-class coaching. On the contrary, a worker is spending time away from the workstation to accomplish the schooling. Off-the-job approach is appropriate in non-industrial units that are most likely to employ generally taught concepts in schools.

Online courses provide more individual attention, foster adaptability, and they are convenient to implement. The demerits of online learning include the call for practical time-management abilities and can form a sense of seclusion. In the future, career development and learning will be a fundamental aspect of all jobs at every level. Furthermore, it might become a systematic, comprehensive, and ingrained process in everyday life due to technological advancements.


Mello, J. A. (2014). Implementation of strategic human resource management. In J. A. Mello, Strategic human resource management. (4th ed.; pp. 331-350). Cengage.