The Problem

Employee leave is impacted by a variety of laws that address employer obligations and employee responsibilities. While the employee leave process is managed by an organization’s Human Resource Management (HRM) function, in most cases these laws and internal organizational policies and procedures do not address the training needs related to the employee’s return to work and subsequent integration into the workplace. Training, and Development is a component of Human Resource Development (HRD) and thus HRD should be largely involved in the employee’s transition back to work. In addition, supervisors/managers should examine their role in to evaluating the training needs of the employee and facilitating a successful post-leave return to work. The HRD literature can benefit from an integrated model of.

The Solution

This article reviews an important workplace phenomenon existing at the intersection of Human Resource Management (HRM) policies related to employee leave and HRD practices related to addressing training needs upon return to work and emphasizing employee orientation and integration back into the workforce. As a major component of HRD, Organization Development (OD) can also be employed to create a supportive organizational culture for employees on leave. We synthesize existing research on post-leave and rely on the HRD literature to propose solutions that highlight employee training and development interventions. Recommendations for practitioners include how to improve the workplace environment for employees prior to their leave as well as upon return, how to enhance the existence of orientation programs, and how to properly train managers to work well with employees and assess their training needs upon return from leave.

The Stakeholders

HRD practitioners that are looking to improve leave policies and documented practices as they pertain to the performance and training needs of leave-taking employees upon returning to work as well as managers that strive to ensure returning employees have the knowledge and skills necessary to regain previous levels of competence and productivity will be interested in this research.

中文翻译：

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休假（返回工作）培训需求和人力资源开发

问题

员工休假受到涉及雇主义务和员工责任的各种法律的影响。尽管员工休假流程由组织的人力资源管理（HRM）功能管理，但在大多数情况下，这些法律和内部组织政策和程序并未解决与员工重返工作岗位以及随后融入工作场所相关的培训需求。培训和发展是人力资源开发（HRD）的组成部分，因此HRD应该在很大程度上参与员工的工作重返工作。此外，主管/经理应检查其在评估员工的培训需求和促进休假后成功重返工作中的作用。HRD文献可以从的集成模型中受益。

解决方案

本文回顾了与员工休假有关的人力资源管理（HRM）政策与与HRD做法有关的一种重要的工作场所现象，该做法与满足重返工作岗位后的培训需求有关，并强调了员工的定向和重新融入劳动力队伍。作为人力资源开发的重要组成部分，组织发展（OD）也可用于为休假的员工创建一种支持性的组织文化。我们综合了有关离职后的现有研究，并依靠人力资源开发的文献来提出突出员工培训和发展干预措施的解决方案。对从业人员的建议包括：如何在雇员离职前和回国时改善其工作环境，如何增强进修计划的存在，

利益相关者

正在寻求与休假员工的绩效和培训需求相关的HRD从业人员以及正在努力确保离职员工具有恢复以前水平所必需的知识和技能的管理人员，这些休假政策和记录的做法与休假员工的绩效和培训需求相关能力和生产率的提高将对这项研究感兴趣。