The Role of HR in Training and Development
Training and development are one of the prime responsibilities of the HR department and through this process level of job, skill enhances. It is especially for the new employee, who is not in particular organisation earlier, that there is a need for this training. The activity enhances the future development of employees and provides them with the opportunity of getting a higher position by learning and developing their organisational status. In case of professional development and increase in the value of the succession planning, this approach of HR department is remarkable. This is an integral part of HR department and organisation can make a global mark by the use of this strategy. Teaching the professional behaviour is important and along with these, effective activities and meeting the targets are also learned by this training period. In some cases, existing employees need the training so that they can learn something new and innovative that helps them to reach the notable mark. These training are provided by the company for free as these employees will serve the particular company in near future. However, there are some paid training that are also available, but these are the general development of the self-assessment and employees will not serve the company in future. This may be an initiative that is nurturing with the knowledge employees and sharpening those knowledge areas so that improvement and qualities will get enhanced in a systematic manner.
In this report, the main aspect identification is to provide enough importance to training and development method that HR department has surfaced on. This is the area that has been chosen for this report and all the training objectives and meeting individual goals are aligned with it. There are some critical understandings of HR practices and all the responsibilities are coming under this practice and in midst of that this process has been selected. All the stages of the training development and the possible approach of advantages and disadvantages of primary methods are considered in this aspect with the recommendation and the improvement opportunities of employees.
There are some basic practices that HR department has done throughout their career path and in case of an organisation, this is a development path of performance practice and future works. Planning and appraisal is the first aspect of this practice and employees deliver their best effort to get a better position in the company, and when the evaluation has been done, employees’ performance and organisation position depends on that. Individual and team development is another skill development process for employees to attain to a better position in the organisation and provide education and growth for the sustainable development of employees. Job designing, classification, career planning all these situations are the important matter of approaches for employees. Recruitment and hiring is an important process is one of the major processes among all and qualified employees accumulation is the right thing that HR team has done for the development of the organisation.
Basic Practices of HR Department
Figure 1: HR Practices
(Source: Created by Author)
Training and development of those employees and directing them in the right path is another aspect of succession planning that is specially imposed for the target group as well. Training and development process also strive to better organisational work and also determine to process the thing in a systematic way that may provide effective enforcement of organisational productivity.
Training and development is a vital aspect of a company and the process is aiming at the progress of objectivity. The aspect enhances the decision-making situation, increases the creativity and managees people in the organisation. The process of training also enhances the quality of helping weak performer or helps them to overcome a certain situation. A significant improvement of workers performance has been noticed at the beginning of the training process has started. Consistency in the performance has noticed in this training and development phases. Work satisfaction also possessed by the employees and impacted on their organisational productivity.
The effectiveness of training is always depending on the delivering way of the training. In that case, the process may be considered as cognitive or inter-personal but the way it will be presented is in the form of psychomotor skill or a task that embraces the development of the employees. Training takes care of the cross-cultural communication and the communication are impacted on the adjustment of understanding others culture. In case of market penetration, cross-cultural communication is one of the important aspects of training and that provides enough opportunity for the development of the organisation. Other benefits like a development of morality, willingness, empowerment in work, self-efficacy all these sections will enhance the possible chances of business development. The author duo also noted the fact that, there is some sectional division between no training, pre-sensational skill training and charismatic influence of training for employees and it will be the right path to divide them in right group so that they learned some effective knowledge that enhances their productivity and focus. Less than 5% of all training program, which is organised by different organisations, have formulated for their monetary benefit. Individual and team level benefit is important in that case.
The prime reason for training and development is to understand the role and responsibilities of an employee and for that they have been chosen by the management. This is the prime reason that influences the productivity and also appreciates the perspective of the individual employee for their involving nature in the organisation. In addition to that, the practical benefit also maintains an important tied up with the stakeholders and a good relation with stakeholders also impacted positively by the business. Improved training equates to more contented employees, better culture, better customer experiences, and largely positive force on the organisational bottom line. Providing effectual on-boarding and fragmentary training makes a big disparity to organisational employee engagement. It enables employees to add significance to the business and experience good in relation to their achievement. Penetrate e-learning solutions are gaining a seal of consent for organizations looking to extend best-in-class preparation for both new hires and existing employees. Chief organizations are stepping away from previous learning strategies that do not exploit learning efficiency, and in its place adopting e-learning into their preparation process. Modified e-learning solutions facilitate organizations to proactively and economically furnish employees with focused knowledge and proficiency to execute at their best. In addition, leveraging a digital knowledge approach allows the organization to expand insights on their association by evaluating their staff’s information and output.
Advantages of Training and Development
The training process is the way to increase the skill of employees and prepare them for the future requirement of the organisation. Development of the employees and their growth are the matter of concern for the organisation. Conventional training is needed in that case and that influences the managerial position and develops the active design so that positive progressive part is evolved through this process. There are some basic needs of the training process and that is associated with high performances and technological implementation. Globalisation is the first aspect of that and this is an essential factor to be involved with for the enhancement of cross-cultural communication. Retaining those employees and need of leadership is another factor that needed to be engaged so that training process will be handled in an ethical manner. The author duo also mentions the importance of on-job training and off-job training process. No organization can expect to grow without training their workforce on trending technologies. Agreed with the fact that new technologies are rapidly increasing, it’s every employer’s responsibility to maintain employee skills rationalized. Word of mouth promotion can convey in immaculate results for the organization. Offering training and development opportunities foster a positive moral. By training employees and investing in their career expansion, an employee can make them experience the esteemed situation of the organization. This will direct to longer employee tenures and with a reduction of turnover. With staff reaction respect and learning innovative skills, they are less likely to gaze for opportunities somewhere else as they will sense their longing to develop are being met.
All these aspect of training and development is associated with unitization of human resources and provide the productivity and create a better corporate image for the organization. Inter-team collaboration and issues of health and safety is another aspect that training process needs to maintain for every employee. The sectional division of training can be divided into sections like internal training and development session and external training and development.
There are some stages of training and development process and all these stages have a huge impact on effective learning and establishment. The first stage is analysis, where leader proposes some solutions that may be initiated for the further assessment. There are some barriers as well and investigation of training program identifies that situation and state the possible mitigation process for the employees. After this process, design section is needed and the section provides the core training solution for the proposed and reviewed with the client. The training or learning procedure may be impacted on the employees to get better training process to flow that and to make it a shape.
Effective Training Methods
Figure 2: Stages of Training
(Source: Created by Author)
Development is the next stage of training and through this stage product development and process development gets implemented. This is the design phase where every design of the module has been checked and the suitable module determination will be prompted through this process. The next stage is implementation and though this stage, the chosen training process implements. The process of implementation may face some conflict situation, close-ended the conversation or have disturbed situation in the organisation. In those situations, an implementation may be stooped, but for the development of better productive rates in the organisation determination of better policies and conduct process is important. The last one is an evaluation, as this process reflects the instruction, design, and development consequence . The learned lesson process and programming is the right art model beginning and that showcases the entire training process. The process of conduct and adjustment of implementation is the right way of changing the attitude of the employees for the development of the organization.
Thus it can be easily understood that, employee’s performance and efficiency are depending on many factors and then the most significant factor in growing the employee performance is training. It depends upon the individual employee that how efficiently employee executes the training acquaintance to smoothen and augment the performance of executive work. However, training increases the employee’s capacity and polishes the employee’s skills in an excellent manner. Thus, those employees who have more jobs familiarity so they can execute in a better way as they have more skills, competencies due to job experience. As, the performance of organization based on the employee’s performance operational under that organization because capital, human resource acts the main responsibility in ornamenting the organizational performance and expansion.
There are different primary research processes like an interview, questionnaires, surveys, observations, focus groups and field trials. These primary processes are significant to reach a view of people and that evaluates the basic understanding also. There are some advantages of the primary research process. As commented by Richard, the first advantage is the information that has been collected personally. So the authenticity is present in this practice. The data are considered short in most of the cases, so increase number of respondents can draft their answer. As asserted by Falola and some other authors, research requires no manipulate answers, thus fair results will be extracted from the survey or interview. The research is full of control and information are collected are not difficult to interpret.
Impact of Training and Development on Organisational Productivity
The disadvantages of primary research are also impacted on the research process. The primary disadvantage of primary research process is problem regarding the time process. It takes a lot of time in case of successful implementation of the research. On the other hand opined by Young and Choi, some of the respondents are not willing to participate or they are not delivering the answers and that is a crucial native aspect of primary research. There is no chance of comparison in between data and through those data, no consequence can be extracted.
The advantages and disadvantages of primary research is to highlight the training and development process in any research and show the internal and external process to develop the organisational benefit and enhancement.
Training and development are one of the most concerned aspects of the human resource, so effective training process needs to be implemented so that organisation can retain their employees and deliver a good productivity in an organisation. Setting the benchmark in the competition and setting a good target for the employees direct them to process the thing and that will be effective for the employees also in case of development of the organisation. Survey of employees is another aspect and from this survey, it can be understood the possible knowledge of employees and what will be their future planning to improve their position. The organisation needs to understand their employees about the aim and objective of business. In that case, the additional alignment and quality consistency of their training is a significant issue to formulate. Employees will not waive in any situation and that is the concern matter for employees. The building on organisational leadership and trust over the leader is another concern matter that influences workplace attention and also diagnoses the level of enthusiasm through this case. The survey of American Psychological Association also delivers the same and that is the reason more engagement in work culture and personal leaning stick will come in this place. This makes them more trustworthy, and the more loyal the employees are, the more expectedly they are to mutually stay and to refer trained friends and colleagues to work at the company. In addition to that, loyal employees are more betrothed and forced and require less regulation. Competition for faculty is increasing. Contribution an employee development program as a division of organizational perks and profit is a good margin attracts employees for their dedication and extra enforcement for the organization.
Stages of Training and Development
Conclusion
Therefore it can be concluded that training and development process helps to improve the situation in the organisation. The inter-relationship of employees and management increases as the performance form the employees’ are quite effective and that improved the positive relationship between them. In the scrupulous situation, it is familiar that an effective training and development strategy can be a vital aspect in addressing inequalities in employment in relative to race, sex and disabilities. Training is importation for the survival of any organization. It is also very important for successful presentation of employees, improvement of employees’ skill to acclimatize to the altering and tough business situation and technology for better performance, amplify employees’ acquaintance to develop artistic and predicament solving skills
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