Understanding and Learn, Why are Training and Development required in HRM?
There is continuous pressure for efficiency and if the organization does not respond to this pressure, it may find itself rapidly losing its market. The Concept of the study Explains – Training and Development required in HRM – Importance, advantages, disadvantages, and process. Also, Training imparts skills and knowledge to employees in order that they contribute to the organization’s efficiency and be able to cope up with the pressures of changing environment. Also learn, Why are Training and Development required in HRM?
As well as, The viability of an organization depends to a considerable extent on the skills of different employees, especially that of managerial cadre, to relate the organization with its environment. Therefore, in any organization, there is no question of whether to train its employees or not, the only choice is that of following a particular training and development method. Three factors which necessitate continuous training in an organization are technological advances, organizational complexity and human relations. All these factors are related to each other.
Training and development can play the following role in an organization.
Increases Efficiency!
Training and development increases skills for doing a job in better way. This is more important in the context of changing technology because the old method of working may not be relevant. As such, training is requiring even to maintain minimum level of output.
Increases Morale!
Training and development increases morale of employees. High morale is evidencing by employee enthusiasm. Training increases employee morale by relating their skills with their job requirements. The Possession of skills necessary to perform a job well often tends to meet human needs such as security and ego satisfaction. Trained employees can see the jobs in more meaningful way.
Better Human Relations!
Training increases the quality of human relations in an organization. Growing complexity of organizations has led to various human problems like inter-personal and inter-group problems. These problems can be overcome by suitable human relation training.
Reduced Supervision!
Trained employees require less supervision. Autonomy and freedom can give if the employees are trained properly to handle their jobs without the help of supervision. With reduced supervision, a manager can increase his span of control in the organization which saves cost to the organization.
Increased Organizational Viability and Flexibility!
There is no greater organizational asset than trained personnel, because these people can turn the other assets into productive whole. Also, Viability relates to survival of the organization during bad days and flexibility relates to sustain its effectiveness despite the loss of its key personnel and making short-term adjustment with the existing personnel. Such adjustment is possible if the organization has trained people who can occupy the positions vacated by key personnel. The organization, which does not prepare a second line of personnel who can ultimately take the charge of key personnel, may not be successful in the absence of such key personnel for whatever the reason.
Importance of Training and Development:
For companies to keep improving, it is important for organizations to have continuous training and development programs for their employees. Competition and the business environment keeps changing, and hence it is critical to keep learning and pick up new skills. The importance of training and development is as follows:
- Optimum utilization of Human resources
- Development of skills
- To increase the productivity
- To provide the zeal of team spirit
- For improvement of organization culture
- To improve quality, safety
- To increase profitability
- Improve the morale and corporate image
Need for Training and Development:
Training and development of employees is a costly activity as it requires a lot of quality inputs from trainers as well as employees. But it is essential that the company revises its goals and efficiencies with the changing environment. Here are a few critical reasons why the company endorses training and development sessions.
- When management thinks that there is a need to improve the performances of employees
- To set up the benchmark of improvement so far in the performance improvement effort
- To train about the specific job responsibility
- To test the new methodology for increasing the productivity
Advantages of training and development:
Training and development have a cost attached to it. However, since it is beneficial for companies, in the long run, they ensure employees are trained regularly. Some advantages are:
- Helps employees develop new skills and increases their knowledge.
- Improves efficiency and productivity of the individuals as well as the teams.
- Proper training and development can remove bottle-necks in operations.
- New & improved job positions can be created to make the organization leaner.
- Keeps employees motivated and refresh their goals, ambitions and contribution levels.
Disadvantages of training and development:
Even though there are several advantages, some drawbacks of training and development are mentioned below:
- It is an expensive process which includes arranging the correct trainers and engaging employees for non-revenue activities.
- There is a risk that after the training and development session, the employee can quit the job.
Training and Development Process:
Training and development is a continuous process as the skills, knowledge, and quality of work needs constant improvement. Since businesses are changing rapidly, it is critical that companies focus on training their employees after constantly monitoring them & developing their overall personality.
Steps for training and development processes are:
- Determine the need for training and development for individuals or teams
- Establish specific objectives & goals which need to be achieved
- Select the methods of training
- Conduct and implement the programs for employees
- Evaluate the output and performance post the training and development sessions.
- Keep monitoring and evaluating the performances and again see if more training is required.
Human resource management regards training and development as a function concerned with organizational activity aimed at bettering the job performance of individuals and groups in organizational settings. Training and development can be described as “an educational process which involves the sharpening of skills, concepts, changing of attitude and gaining more knowledge to enhance the performance of employees”. The field has gone by several names, including “Human Resource Development”, “Human Capital Development” and “Learning and Development”.
Some explanations of training and development are one of the major HRM tasks:
Most organizations see training and development as an integral part of human resource development activity. Centenary turn has focused the same focus on organizations globally. Many organizations have made training hours mandatory for employees per year, keeping in mind the fact that technology is keeping employees at a very fast rate.
So what is training and development? Is it really important for organizational existence or can they survive without prejudice? Training and development is one more thing or are they different? Training can be described as an effort to improve or improve additional qualifications or skills in an employee employed at present to increase performance or productivity.
In technical training, there is a change in attitude, skill or knowledge of a person with resultant improvement in practice. To be effective for the training, it should be a planned activity conducted entirely after analysis and goal after some qualifications, most importantly it is to be organized in a learning environment.
When designing a training program, it should be kept in mind that both individual goals and organizational goals are kept in mind. Although it may not be possible to ensure sync, competencies are chosen in such a way that victory and win for the employee and organization has been created.
Generally, the organization prepares its training calendar at the beginning of financial training, where training needs are identified for employees. This requirement of identification called ‘training requirement analysis’ is a part of the performance evaluation process. After the analysis, the number of training hours with training intervention is fixed and it spreads strategically in the following year.
Better understand of Development:
Very time training with development is confusing, both components of the same system are different in some cases. The opportunities created to help growth workers grow. It is in the long run or in the future in the future against the training, which focuses on the current job. It is not limited to the path of job in the current organization but can also focus on other developmental aspects.
In Gaudier, for example, employees are expected to participate in the training program on presentation skills essentially, though they are also free to choose a course on ‘Leadership approach through literature’. While the presentation skill program helps them on the job, literature-based programs can directly help them or not.
Similarly, many organizations preferably prefer some employees for the programs to develop them for future posts. This is done on the basis of current attitude, skills and abilities, knowledge and performance of the employee. Most leadership programs are of this nature, with the view to making and nurturing leaders for tomorrow.
Therefore, the major difference between training and development is that training is often focused on current employee requirements or eligibility intervals, while development concerns itself with the preparation of people for assignments and responsibilities in the future.
With technology, with more desk workers and industrial workers being replaced by knowledge workers, training and development are at the forefront of HRD. In response to training and business needs, it is now in the Human Development Department to play an active leadership role.
