Training and Development in HRM

 Training and Development in HRM

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Employee Training and Development helps in updating employees’ skills and knowledge for performing a Job which at the end results in increasing their work efficiency and increase the productivity of an organization. It ensures that Employees oddness or eccentricity is reduced and learning or behavioral change should take place in a very structured format.  Training development or learning and development are official ongoing educational activities designed for goal fulfillment and enhance the performance of employees.

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What is employee training and development...?

Definition:

Employee Training and Development in HRM is defined as a system used by an organization to improve the skills and performance of the employees. It is an educational tool which consists of information and instructions to make existing skills sharp, introduce new concepts and knowledge to improve the employee performance. An effective training & development initiative based on training needs analysis helps the company to enhance the skills of working manpower and improve productivity.

Meaning:

A program of upgrading of employee’s skills, knowledge and competencies is known as training. The job related training is often provided to the employee to ensure they can well perform on the assigned tasks and contribute to the success of the organization. The development program on the other hand is often preparation to perform the future job. Human Resource Training Development provides a learning opportunity to the employee to increase their work capacities and get ready for the future challenges.

Training and development in HRM are two different activities which goes hand-in-hand for the overall betterment of the employee. The short term and reactive process is training which is used for operational purpose while the long term process of development is for executive purpose. The aim of training & development is improvement of required skills in the employee whereas aim of development is to improve overall personality of the employee. Management takes the initiative to choose right training methods to fill up the skill gap in the organization; the development initiative is generally taken with the objective of future succession planning.

What is the purpose of training and development..?

Lowers Attrition

Training is one of the best ways to value your employees. It shows them that you are as invested in their well being and growth as they are in the your growth as a company. Employees who are looked after will never want to look elsewhere.

Prepares for upcoming challenges

Training can be a pre-emptive step to train employees for expected/unexpected changes in the industry. In times like ours when trends change constantly under the influence of online evolution, keeping our teams prepared just makes good sense.

Fosters Leadership

There is no better way to create future leaders than to train the best bunch. This will also lead to a clear career path for employees preventing attrition and dissatisfaction.

Growth of the company

Any company dedicated to training its workforce will only prosper and move forward. The employees are a major part of a company's assets and taking care of them will mean taking care of the organization. 

What is the difference between training and development..?

Training is the process of improving and polishing the required Skills to an employee in order to make him/her skilled and perfectionist in the job which he / she does. Training is purely job focused but development is psychology and soft skills oriented. Employee development is psychological oriented mainly provided for people who deals with managerial tasks.

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As compared to technical staff, managerial staff will be very low in number because manager who is having more efficiency can manage more number of people which is a real manager capability, but coming to technical jobs cannot be done by one or with minimum available skilled labor if there is need for high or large production. ultimately development of employees is by way of learning by way of observations to develop knowledge. In fact training is also provided for management level personnel to understand technicalities involved and nature of work done by the staff working under them, ultimately to manage them.

References..

Adams, L. (1989). Be your best: Personal effectiveness in your life and your relationships.

Cheng, E. W. L., Ho, D. C. K. (2001). The influence of job and career attitudes on learning motivation and transfer.

Holton, E. F., Bal.win, T. T. (2000). Making transfer happen: An action perspective on learning transfer systems.

Young, C. (2008). Five tips for improving employee training and development during a recession or economic downturn.