Financial Instruments for the Poor

1.0 Introduction:

Today, each individual must take responsibility for his or her career. Organizations

now focus on matching the career needs of employees with the requirements of the

organization. The organization‘s development is to build employee self-reliance and

to help employees maintain their marketability through their learning. While many

organizations still invest in their employees, they don‘t offer career security and they

can‘t meet the needs of everyone in a diverse workforce.

1.1 Origin of the report:

We are a group of students in BBA program. In this program, one of the important

parts of this course is to prepare a term paper on the assigned topic related to the

course. In BBA program ―Human Resource Management‖ is a course to get familiar

with the concept of managing human resources of a firm. We have prepared our

report paper based on our course teacher‘s assigned topic.

1.2 Literature Review:

Research carried out by Thursfield and Holden (2004) briefly explored the policy of

workforce development. They draw on evidence from NIACE (1997), Matlay (1999)

and Gibb (2002) which highlight:

―significant inequalities in access to learning and development at work‖ (Thursfield

and Holden, 2004, p292).

Building on this, the authors argue that government initiatives designed to remedy

the problem of low skilled workers, are underpinned by an essentially ‗voluntarist

approach‘ and have tended to focus mainly on ‗supply-side‘ policies.

Ford (2005) affirms that the increase in adults 50+ in the UK, and much of the

developed world, is providing challenges to policy-makers for which there are no

known precedents. Arguing that current policy is essentially ‗piecemeal‘ and

reactive in nature, Ford points to the need for a national strategy to e ncourage new

forms of career development interventions specifically aimed at older adults that

would include specific career development interventions.

1.3 Objectives of the Study:

Objectives of...