Training And Development As The Organizational Function Essay

As part of the HRDNI process, learning development and training opportunities support the organisation achieving the organisations strategies as it can help to improve organisational, team and individual performance ( Armstorng and Baron 2002 cited in Neale 2004).

I believe that an organization's best competitive advantage is their people, and Human Resources Development (HRD) and employee participation is critical component of an organization's Strategic Human Resource Management. A culture that supports learning can make a world of difference, especially if senior managers and employees are committed to HRD. There are key issues that make training and learning more effective such as

Training is a process to develop skills in the employees that can help in achieving desired organizational objectives by providing them necessary skill developing activities. Training is used as an important tool in an organization as it has the ability to change the organizational culture and value. Training involves providing opportunities to employees so that they can develop their skills that are required to perform well. Even though employee training shows that management has implemented human resource strategies successfully but it doesn’t guarantee success.

• Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth.

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

Most organizations do not follow-up on the benefits of training as regards staff performance. As a result of this they don’t take training and development as an important factor in organizational growth and survival. Most manages do not know how to assess the return on investment in training, nor are they equipped with the necessary management tools to monitor the decision making process of such investment. It has been discovered that training and development budget is the first cut when the organization is faced with difficulties because most of them are of the opinion that investment in the area of training and development is not linked to the bottom line of the business. Globalization and rapid technological development has changed the conditions for companies and increased competition in the world markets. The quality of a company’s human resources is the key driver for sustained top-level performance. It has become crucial to continually invest in human resource development in order to guarantee success in the global market. As earlier said, managers engage in minimal training thereby not giving quality training to their employees, this in turn affects the overall outcome of the training and the performance of the staff. Most organizations that have a competitive image see more reasons to train their workers than those who are on the lower rung of the ladder of recognition, but training and development is still needed to create a niche. In the light of the above,

Knowledgeable and well trained employees are needed in every organization. It is important employees are able to perform all the tasks needed in order to reach the organizations needs and achieve the set goals. As times change, employees may stay behind in skills or may even lack training when it comes to new systems, technology or other procedures that the company may need in order to better performance. That is when the importance of training is more evident. An organization has a large responsibility for their success which is why training, development, and career development is

Human Resource Development (HRD) is concerned both with current and future skill requirement. Training are the activities aims at generating skills learning to enhance one’s current job and performance, but development aim at generating learning for the growth of the employee without any immediate ties to job performance. If an organization needs to develop employees and itself in the long term and adapt to the changing environment continuously, it has to be focus on developmental activities, rather than on training for immediate skills need. The long term planning helps employees to develop for careers, not just for particular skills. Human resources development comprises the procedures and process that purposely seek to provide learning activities to enhance the skills, knowledge, attitudes and other abilities of people, teams and the organization so that there is a change in action to achieve the desired outcomes. HRD should put afford on changing or adapting the whole organization in some way so that it can meet new or emerging challenges.

It is said that within firms Training and Development is a major factor of human resource management and has a number of advantages for the organisations which includes increased competitiveness through increased skills level, productivity and value added, it protects them from skill shortages and it can also be used to escape from an economic downturn by increasing spending when profits are low or motivation and reward to increase performance (Redman and Wilkinson 2008). Similar economic studies identify T&D investments as key determinants of organisation performance and economic growth (Mason et.al.1996; Prais, 1995; Romer, 1993) this has proved difficult to measure due to the fact that previous researches undertaken have been inconsistent for a valid case to be made, this is not denying the fact that such links do exist. According to Grugulis (2007) firms that train are likely to fill job spaces internally and avoid the risk of specific skills not being available in the job market or the risk of organisations not being able to afford the going rate in the job market. Training gives room for change in the business world, for every move an organisation makes it

Training and development provide employees the skills and knowledge to keep up with the company’s changes and growth. It can also help to develop and improve the corporate culture, its efficiency and its effectiveness; and helps in creating the learning culture within the company.

In today’s business world, most organisations are striving for success and try to overcome those in the same field they are. In order to do so, organisations have to obtain and use its human resources effectively. Since employees are major assets of an organisation, the active role they play towards a company’s success cannot be underestimated. As a result, equipping its human resources through effective training becomes essential as it may help in maximising employee performance and work proficiency in the organisation. It also positions the employees to take on the challenges of today’s competitive business world.

Studies have also found that the success of training and development is directly related to the degree of employees’ motivation (Colquitt, LePine and Noe, 2000). This is because employees’ motivation/work-morale is derived from the training and development opportunities, which allow them to enhance their skills and move up the corporate ladder. Employees consider training and development a non-monetary incentive or a form of reward for an employee. (Fischer and Nunn, 1992) In addition, when employees are selected for training and development programs, it increases employees’ post-training organizational commitment, self-efficacy and training motivation. Employees tend to feel a higher job satisfaction and empowerment in their workplace. Thus, the higher the training motivation, the more the employees are willing to participate in future training and development programs and the better the employee’s work morale/motivation becomes (Tharenou, 2001).

i. Identify the major purposes of training and development, as well as the key internal and external influences on training.

Training and development has become increasingly essential to the success of modern organisations, yet some still look at training as a problem or as something that is not taken seriously. Training and development is one key approach used by organisations to improve and maintain the capabilities of its workforce. However, many experts distinguish between training and development, being that training tends to be more closely focused and adapted towards short-term performance concerns, while development tends to be adapted more towards expanding an individual’s skills for future responsibilities (Snell and Bohlander 2007). The main reason that organisations train their employees is to bring their knowledge, skills and abilities up to the

Job training is not only beneficial for increasing productivity, but it can also be a tool that help change people’s behavior and inspire them to know how to perform their job more proficiently and effectively. The key when it comes to training is to identify the issues that can be helped from training, then carry out the correct training to gain better results. Most of the time employees come to a company with academic abilities and not have the skills or knowledge to carry out their duties. When leaders train correctly, it can be a company’s biggest asset. In order for managers make training count, they must organize it directly to the needs of the people and to the organization. Training is not a simple tasks, it requires a substantial amount of money in human capital. But the ending results can be advantages to a company.