Compare between two institutions policies Research Paper

Compare between two institutions policies - Research Paper Example tender-hearted resource department in an organization carries out a number of functions for the management of the workforce including recruitment, selection, phylogeny, orientation, performance, and career path management (Zanko, 2002). This study aims at analyzing employee increment as a human resource function as integrated in human resource functions of Shell and Qatar crude. This will be done by means of numerating the various ways both organizations dedicate similar employee development methods followed by the difference as represented by the policies implemented on employee decision reservation in Shell and Qatar crude. Employee development augments the skills and understanding of the employees for the achievement of high productivity by the organization and ability of employees to achieve their own personal goals of career development and promotion in the organization (Schmidheiny, 1992). Since employee development conditions the organization has enough human capital with adequate skills and knowledge, therefore, it is very important to be implemented in every organization. At shell, a number of measures are taken to ensure the development of employees. In Qatar Petroleum, measures to improve employee development have also been implemented. ... en Shell and Qatar Petroleum in employee development is that the two companies have realized on the need to develop their employees through the provision of measures for employee development. The two companies understand the benefits of a motivated, skilled and easily trained human resource as depicted in the different policies and practices harnessed in ensuring employee development is done in both companies (International Business Publications, 2012). both(prenominal) Shell and Qatar Petroleum offer training of employees for the benefit of the employees in terms of career development and augments their skills in meeting the companys nee ds. The measures taken to ensure employment training however differ in the two companies. Qatar put forwards employee development through the Qatar Petroleum Corporate Training Department (CT), to ensure all employees have enough skills as required by the company. The ways that are used by Qatar Petroleum Corporate Training Department (CT) include provision of skipper and training programs. This is similar to Shell where professional training and development is done by the human resource development department in the organization. Shell and Qatar Petroleum have a similar decision making in human resource development that is the exposure of the employees. Employees in both companies area offered opportunities to work in an international environment since the two companies operate in different countries offering the means for the access of these global environment training opportunities. Shell and Qatar Petroleum provide its employees with different training destinations beyond thei r home country, mainly middle and high level management, in the subsidiaries. Being global companies, employees have opportunities to work with colleagues from around