FORMATION

BY: AYOUB EL GHRISSITO: MME HADDOUCHI

PLAN- INTRODUCTION- DEVELOPMENT DEFINITION OF THE FORMATION OBJECTIVES MODALITIES THE TRAINING PLAN- CONCLUSION

INTRODUCTION T

he human resource management, or HRM, formerly known as personnel management, covers all practices implemented to manage, mobilize and develop the human resources involved in the activity of an organization.

At first this function is understood in an operational perspective. It involves administering a staff that can be numerically large and divided into different levels of hierarchy or qualification (payroll, labor law, employment contract etc...).

In a second step the function becomes more functional dimension. This is to improve cross communication between services and processes and put a staff development throughout their stay in the organization implemented.

Among the means used to improve this communication, we can talk about training as a real accelerator function.

DEFINITIONT

raining is a key area of HRM. It laid upon all the actions that enable people to acquire knowledge, skills and know-how .

OBJECTIVESTraining policy has two types of economic objectives for the corporate and

personal for employees.

A. Economic Objectives for the company: - Adapting new technologies to employees -Having powerful and skilled employees -Improving the profitability of the company

B. Personal goals for employees: Means of social promotion Adaptation to changing jobs Improving knowledge and skills

 

MODALITIES

We distinguish between two types of training: A. Initial training :It corresponds to the knowledge acquired before the entry

into working life. At its base it there's: learning, internships for students.

B. Continuing education :It corresponds to all training activities which benefit the

employee in the course of his professional life, it helps to complete and update the initial training.

 

THE TRAINING PLAN

A. Definition

The training plan includes all training activities enjoyed to the employee during his working life.

The training plan reflects the choice of company training: objectives, number of Beneficiaries, time spent, cost...

B. Development of a training plan

The development of a training plan involves two steps:

1.Identification and analysis of training needs It is to identify:  - Training activities - The persons concerned  - The material and human resources  - The estimated budget  - Calendar actions  - The follow the training plan  - Evaluation of the training plan  2.The implementation of a training plan :- Internal training: The training can be achieved by the firm itself: Internal training is more focused on adaptation actions and development - External training: Some companies use a training organization 

CONCLUSION  

CONCLUSION

 

Training Human Resources is essential for every those involved in company and in particular for all HR staff.