组织面临很多的挑战,范围从个人到组织,从长远来看会影响整个组织以及输出。这

些问题源于权力和政治,流动率高,低生产率等。大多数的问题是由于缺乏/不足的培训

和发展面向维持人力资源的过程中发挥着非常重要的作用,如果不是最重要的在组织的

生产力。

Porter (1985)认为,人力资源管理可以帮助公司获得竞争优势通过降低成本,通过

提高产品和服务的差异化的来源,或两个。实现竞争优势通过人力资源需要,这些活动从

战略角度进行管理。

经理在某个时候,因此需要进行培训管理员工,让他们独立工作或者是最新的新变化,

继续在商业世界。

本研究的目的是确定扩展和如何影响工作学习和发展的内部人力资源专业使用一

个加纳人塑料制造业作为研究。

定性访谈和二次研究方法被用于研究,提供一个复杂的和完整的画面。研究集中在组

织、员工(人力资源)和培训系统。除了一个定性访谈中已完成的三个成员公司,它还关注

记录从Gagson公司、学术期刊、书籍和文章主题如报纸、杂志和互联网。

结果发现,人际技能和技术技能,推动组织绩效有巨大的影响。研究似乎说的是,

我们应该教莫名其妙地做他们的工作,教他们如何相处与其他人,包括同事和客户,然

后独自离幵他们,做他们的工作。

被采访的人谁不能告诉才行,否则如果他们获得新的技能。他们解释说,虽然他们

有时会帮助他们的同事时,应当需要,这是他们做同样的事情。可能的原因为营业额;

无聊,低工资和缺乏认识。

第一章 INTRODUCTION

1.4 l.lBacl^round to research

In the past, people have seen the progress of technology. From the simple usage of wood

and cement to the invention of metal, mankind has really made great progress to become what

they are today. Along with this progress are some changes to their lifestyle. These changes

were brought about by the materials surrounding them, and two materials that revolutionized

man's life today are rubber and plastic.

Human resource sustainability requires the organization to recognize and place value on

human resource capabilities which take a more holistic and integrated approach to

management. For corporate sustainability, an organization must recognize,value and promote

the capability of its people (Gollan,2000; Wilkinson et al, 2001)

An increasing body of work contains the argument that the use of High Performance

Work Practices,including comprehensive employee recruitment and selection procedures,

incentive compensation and performance management systems, and extensive employee

involvement and training,can improve the knowledge, skills, and abilities of a firm,s current

and potential employees, increase their motivation, reduce shirking, and enhance retention of

quality employees while encouraging nonperformers to leave the firm (Jones & Wright,1992;

U.S. Department of Labor,1993).