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A survey from the CIPD of 1,180 HR professionals agreed that the role of the HR department requires change to move forward. Mike Emmett, head of employee relations at the CIPD agreed with the survey stating “Theory community has internalised the message that it needs to spend less time on administration and operational issues and more time on business strategy and adding value“ The role that HR has adopted in the Appears to follow on from the role of the personnel department. For Hardtop be successful the HR department should hold a strategic position within the organisation (Mike Emmett cited in Zneimer and Merriden 2004:38).

The trend in the UK of under allocation of resources for training appears to be changing. Organisations are increasing training budgets as there is a fear of a skill shortage. The Training and Development Survey 2004 from the CIPD, concluded that there was little change in training budgets between 2002 and 2003, a third of organisations expect their training budget increase in 2004. In a third of UK organisations, employees receive more than five days training per year. Although thesis not the case for all employees, a fifth of employees receive less than three training days a year (Reade 2004).

Jessica Ropy, CIPD (2004) discusses the findings stating that 'If anticipated increases in training budgets do not materialise, current skills shortages could translate into wage inflation, leading to adverse implications for interest rates, growth and the economy as awhile”. That economic uncertainty has led to a “'wait and see approach to investment in training”. The danger from this under investment could lead to skills shortages, and unrealistic salaries and unfilled vacancies that would hit the profit of organisations hard (Ropy (2004)cited in Reade 2004).

The CIPD survey has revealed a large disparity between the training budgets of public and private-sector training. Over a third of public sector organisations reported that their training budget had decreased, and they expected this trend to continue. This trend will increase the skills gap between both sectors, development as a recruiting tool will favour private organisations (Reade 2004).

3.11 Governments Intervention

The appearance of knowledge based economies, has deep implications for the factors of growth, the organisation of production and its effect on employment and skill requirements. This may call for new directions in industry related government policies (DTI White Paper). The Government aimed there learning policies towards the emerging knowledge economy. The prime minister stated that 'education is the best economic policy we have” That through the policy of lifelong learning the Would have the knowledge to compete in the new economy (Tony Blair PM1998).

The UK government in 1998 set out its policy on lifelong learning in discussion paper. David Blunkitt (1998) described this radical shift in policy as “Learning is the key to prosperity, for each of us as individuals, as well as for the nation as a whole. The investment inhuman c本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。