The document discusses human resource training and development. It defines training as actions that enable people to acquire knowledge, skills, and know-how. It outlines the objectives of training, which are to adapt employees to new technologies, have skilled workers, and improve company profitability, as well as means of promotion, adaptation, and improved knowledge for employees. The document also discusses the modalities of initial training before employment and continuing education during professional life, and outlines the process for developing a training plan including identifying needs, resources, budgets, and evaluating the plan.

1. FORMATION
BY: AYOUB EL GHRISSI
TO: MME HADDOUCHI

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

3. INTRODUCTION
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.
t 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...).
n 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.
mong the means used to improve this communication, we can talk
about training as a real accelerator function.

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

5. OBJECTIVES
Training 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

6. 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.

7. THE TRAINING PLAN
. Definition
he training plan includes all training activities enjoyed to the
employee during his working life.
he training plan reflects the choice of company training:
objectives, number of Beneficiaries, time spent, cost...
. Development of a training plan

8. .Identification and analysis of training needs
t 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
.The implementation of a training plan :
Internal training: The training can be achieved by the firm itself:

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

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