Higher National Certificate
Business & Finance
Module: Human Resources Management
1950 - 10974
The 1980's and 1990's
2.0 What training needs are and how they can be identified
2.1 TNA - Training Needs Analyses
3.0 Performance Appraisal assisting in Training Needs
3.1 What is Appraisal?
3.2 Types of Appraisal
3.3 The Form
4.0 The link between Training and Learning
5.0 Different Types of Training
5.1 Internal and External Training
5.2 Benefits achieved from Training
5.3 Benefits to an Organisation
5.4 Employee Benefits
5.5 Disadvantages of External Training
5.6 Disadvantages of In house training
7.0 Appendix 1
1.0 Introduction to Human Resources Management
1.1 The very beginning of Human Resources management can be traced back as far as the Industrial Revolution in England in the early 18th century. The first part of this report will concentrate on the economic and political conditions prevailing after the Second World War of 1939 - 1945.
This war created an increase in the demand for labour and personnel specialists, and in 1946 the Institute of Personnel Management (IPM) was established. (1)
1.2 1950 to 1974 was the golden age of Keynesian economic doctrine. After 1951the conservative government was anxious to foster industrial peace through conciliation, mediation and arbitration (Crouch 1982). In the 1960's British industrial relations was the key focus of intense political controversy due to the intolerable level of strikes. Employment laws were also passed to encourage growth in the personnel function. The Donovan Commission (1965- 1968) investigated these developments and recommended along with other things that management should develop joint union management in order to settle grievances quickly. New laws were passed in the 1970's to promote sexual equality and standards in employment. This together with...