Abstract
The purpose of this research is to reveal the potential benefits and difficulties that exist
between job placement and in-house training. Web-based technology has benefited
placement capabilities within the workplace, and simultaneously scaled training efforts for
large corporations. These capabilities have expanded human resources scope and job
description, which in turn brings skepticism as for their potential benefits or lack thereof.
Placement poses an immediate solution for firms that lack an intrinsic corporate culture
necessary to promote developmental training. Emerging human resource trends
foreshadow a reliance on technological resources and training for the future and a
downturn upon a developmental workforce.
Training vs. job placement and the role of modern human resources technology.
In today modern workforce, the move for further standardization complements job
placement to meet the demands of routine employment. This process is capitalized upon to
increase productivity and streamline the hiring process. The pool of placement candidates
is continually being restocked by employees changing careers, leaving jobs, or being
terminated. The employees benefit by obtaining placement and becoming productive,
however the employee becomes somewhat of a third party in the transaction. Human
resource professionals have the ability to use placement of employees as well as
developmental solutions.
Placement influences organizational culture by focusing extrinsic factors, by pulling
employee resources from recruitment centers, the internet, and job fairs to name a few. An
organization with high employee turnover may benefit from placement, as well as to meet
temporary demands to complete a project deadline. Difficult to hire jobs such as high tech
industry must rely on placement due to not having the capability or resources to develop an
internal workforce.
In the modern workforce however, training is the key to obtaining corporate culture. A
human resources department may use multi-tiered approach to training, with each phase
becoming closer to the job description that the employee was hired into. Corporate culture
however does not completely rely on an adequate training program however.
Training programs that implement a strategy for employee career development lead to a
more productive workforce. Corporations with strong cultural and moral influences are
rooted in career developmental goals. It is becoming increasingly acceptedthat the well
motivated employee will increase productivity and motivation when subjected to career
development objectives, education assistance, and further job mobility within a company.
Training programs benefit the individual by introducing them to the workplace
expectations and allowing a motivating potential to occur. The potential for motivation
exists when an employee understands that they are getting a compensation outside of the
