Training and Development is one of the key roles of human resource management. Training infers to a systematic system in which employees are taught and instructed on matters pertaining technical knowledge as may be related to their roles and functions in the workplace. On the other hand, development denotes to the opportunities that employees create in the heed of ensuring their growth. It is more of a futuristic or long term in nature in comparison to training. As time goes by, organizations are slowly recognizing how integral training and development is as part of human resource. Borne out of the above, below is an insightful review of training and development as it relates to human resource management.
Reasons for Training and Development in Organization’s
The top reason for training and development in an organization is the view of remaining competitive. Generally, organizations are competing for market share, but more importantly for employees. Employees are looking for employers who will upgrade their skills to ensure that they are competitive with their peers from other organizations. Another reason for training and development is with the view of dealing with the shortage of skills (Armstrong & Landers, 2018). HR professionals have noted that the process of recruitment is slowly becoming difficult. This is borne out of the shortage of skills especially in candidates during job openings. Organizations also train and develop their employees with the view of ensuring that they become adaptable to changes in business structures.
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Continuous developments in the ever evolving business environment require employee development in the heed of ensuring their commitment and engagement. Training and development is also crucial with the view of bolstering productivity within employees. Employers are also ensuring training and development within their organization with the view of ensuring that the process aligns with the needs of the organization (Armstrong & Landers, 2018). This is through letting strategic needs within the organization drive development, and also broadens the skills of employees such that they can take over new responsibilities.
Human Resource Role in Development of Training and Development Programmes
Modern day human resource management encourages its employees to take a central part in managing their career development. Nevertheless, human resource equally ensures that the organization provide a way through which employees can be more effective in their roles. Therefore, human resource plays a paramount role in ensuring that both employees and managers understand that training and development is beneficial (Ford, 2014). In ensuring this, human resource should be guided by the rules below.
The first rule is in ensuring that they understand the organization well and in details and include the same in talent management and employee development. The second rule is HR should study the backgrounds and training needs of employees ahead of developing a training program. Human resource should also understand the dynamics of the industry in the bid of developing one that matches up to the current day needs (Ford, 2014). Finally, human resource should quantify the outcomes borne out of training and development in the heed of noting the effectiveness of the chosen initiative.
Effective Training and Development
Human resource management in developing an effective training and development initiative must all also ensure that they integrate succession planning programs into their overall strategy within the organization. This is by ensuring that all their programs are vexed towards similar goals and objectives. The first guideline is through ensuring that the organization gains support from executive (Ford, 2014). This is through making them agree or understand how training and development first into planning within the workforce as well as gaining support and funding. Human resource should also involve management owing to the need to ensure there is connection between implementation and development strategy. Human resource should also ensure that the training and development plan relates to performance management as set-out by the organization (Caudill, 2018). Human resource should also understand the values of employees ahead of creating the training and development initiative. Finally, human resource should also have a clear understanding of the desired outcome out of the training and development plan.
Examples of Training and Development Programmes
Technical training, Internship training, specific job training programmes – training of skilled operators and workers
Case studies, role playing, conferences, lectures, group discussion – training offered to people in managerial or supervisor capacity
Soft skills – these include personality development, building rapport, training on social skills, and others.
Skills training – infers to training lend to employees in the view of performing specific roles in their specific jobs.
Professional training – done for occupations that have an environment that is constantly evolving and changing.
Quality training – performed in organizations that are involved in production of products. This training teaches employees on how to identify fault in products, thus producing perfect products.
Team training – aimed at establishing synchronicity and certain levels of trust between team members to increase efficiency (Ross, 2018).
Benefits of Training and Development
Advantages
Increase in Productivity
Training and development oversees an overall increase in productivity within organizations. With a general surge in competition within the market, there is an increased responsibility for organizations to perform better (Caudill, 2018). This can best be overseen through enhancing the skills and experiences of employees.
Builds Skill
Continuous innovations as overseen by current technological advancements have sprung the need to build skills, as well as gaining more knowledge. Owing to this, there is a need for organizations to advance their skills (Caudill, 2018). Training and development lends this to employees, a factor that oversees their competence.
Employee Satisfaction
Employees always have a chance of expanding their base of knowledge, as well as access to diverse skills that they would not get elsewhere. Therefore, imparting the chance to train and develop their skills is beneficial in increasing their satisfaction (Caudill, 2018). Consequently, this oversees employee retentions at organizations that offer these initiatives bolstered.
Company Reputation
Training and development can further accelerate the reputation of organizations. This is as facilitated by the programs and methods developed by organizations in overseeing these capacities (Caudill, 2018). This is equally an additional motive for potential new recruits and job seekers in the heed of joining the company.
Conclusion
As seen from the insightful research above, it is paramount for modern day organizations through the human resource department to feature training and development within their operations. This is beneficial not only to the organization but also to the employees. Nevertheless, ahead of developing such an initiative it is pertinent for human resource to chart out how to implement the same, as well as noting the needs of the initiative as explained above. This should be done in the heed of ensuring the effectiveness of the initiative to be developed.
References
Armstrong, M. B., & Landers, R. N. (2018). Gamification of employee training and development. International Journal of Training and Development , 22 (2), 162-169. https://doi.org/10.1111/ijtd.12124
Caudill, J. G. (2018). The importance of training and development for successful project management practice. Proceedings of The 7th International Virtual Scientific Conference . https://doi.org/10.18638/ictic.2018.7.1.353
Ford, J. K. (2014). Improving training effectiveness in work organizations. https://doi.org/10.4324/9781315806662
Ross, S. C. (2018). Training themes. Training and Development in Organizations , 121-139. https://doi.org/10.4324/9781315104973-9
