Training and Development in Indian Employment Law



Training and Development in Indian Employment Law

            Organization training in India is undergoing major transformation. Rapid changes in technology and innovation are driving the economic growth as well as the industrial training culture of India. Entry of multinational companies in India and an increase in competition have drastically transformed the training landscape of the country. Training is deemed a source of retention for the organization rather than an expense on the organization. Organizations in India have systematized training practices and policies from the analysis of the need for training to feedback and evaluation of the training process. The training system in the Indian workforce has been enhanced to create a smarter workforce and enhance operations. Computers are largely used to support traditional approaches to training. Computer based training or e learning is best used in the health care industry and other spheres of the economy like government.

Human resource training in the United Kingdom is largely digitized and segmented to arrive as a lean yet smarter and more efficient workforce. The United Kingdom has developed laws to protect the rights of nurses in their workplace. Some of the reasons for nurses include the right to fair employment opportunities, the right to appropriate treatment at their places of work, and maternal and childcare leave (Kissane-Lee, Yule, Pozner, & Smink, 2016). Nurses are not only entitled to monetary benefits, but they are also allowed to time off and healthcare benefits .Japans easily emerges as the hardworking nation in the world due to a strong work ethic of her employees (Gilstrap & White, 2015). Despite the employment of tech, perceptive skills in human resource management the country’s workforce remain largely hands on with a strong affinity to hard work. Laws for Labor Insurance and Social Insurance provide job security for the employees.Training and Development in Indian Employment Law

Family and Child Care Leave laws offer employees an opportunity to care for their children at home during the time of pregnancy (Kissane-Lee, Yule, Pozner, & Smink, 2016). Part-time workers employment improvement laws allow protecting the rights of part-time workers. Japan has laws protecting the elderly employees in the healthcare profession. The concern in environmental pollution it the country’s cities makes it a significant health hazard (Gilstrap & White, 2015). The United Arab Emirates employs the use of technology in many of its modern Human Resource training initiatives to realize an efficient and tech savvy workforce. Maternity rights for women in the United Arab Emirates are protected by the UAE labor relations law of 2001. Every employer is required by law to provide every employee with the right kind of protection against any forms of injury (Kissane-Lee, Yule, Pozner, & Smink, 2016). Employees are supposed to keep working areas safe complete with first aid kits that can be used by the nurses in the event of an emergency.

The human resource theory of performance aims to increase employee’s performance and increase work commitment or motivation. Workers function efficiently when the management is proving to be more efficient and offers leadership. India and the United Arab Emirates understand the role of compensation in motivating and increasing employee work output (Dinah, 2015). The Human Resource theories of motivation aim to motivate the employees to work by use of remunerations of compensation (Kissane-Lee, Yule, Pozner, & Smink, 2016). India, Japan, UK, and UAE all employ motivation strategies that aim to motivate the employees and keep them at their places of work. India has regulation for healthcare cove for all the nurses in the workplace (Gilstrap & White, 2015). The country understands that nurses are likely to develop lifestyle diseases in the course of carrying out their duties and hence the need for protection against such occurrences.Training and Development in Indian Employment Law

Overall, the demand for nurses supersedes the supply and hence the general shortage in the number of nurses. The World Health Organization places the nurses are a fundamental aspect of the healthcare profession. International Human Resource Planning includes the essential functions of recruitment, training, selection, dismissal, and performance appraisal. International laws are supporting the fundamental rights for nurse’s tally across Indian, the United Kingdom, Japan, and the United Arab Emirates. Laws mean to promote the nursing profession like any other profession. Human Resource management of the nursing workforce across the political sphere is almost similar except minor administrative issues that arise due to the politics of the specific country.






Dinah, G. (2015). The matron’s role in acute National Health Service trusts. Journal of Nursing Management, 3(4), 804-812.

Gilstrap, C. M., & White, Z. M. (2015). Interactional Communication Challenges in End-of-Life Care: Dialectical Tensions and Management Strategies Experienced by Home Hospice Nurses. Health Communication, 30(6), 525-535.

Kissane-Lee, N. A., Yule, S., Pozner, C. N., & Smink, D. S. (2016). Original Reports: Attending Surgeons’ Leadership Style in the Operating Room: Comparing Junior Residents’ Experiences and Preferences. Journal of Surgical Education, 2(3), 40-44.