Lecture 03: People & Organisations London Metropolitan University MBA Programme || Module Number: MN7181 || Lecturer: Mr Laleen Katagodage || E-Soft batch-14-Learning and Development

Importance of Human Resources Training & Development to an Organization

Training and Development was defined by the CIPD (2001) as follows:

The organizational process of developing people involves the integration of training and development processes, operations and relationships. Its most powerful outcomes for the business are to do with enhanced organizational effectiveness and sustainability. For the individual they are to do with enhanced personal competence, adaptability and employ-ability. It is therefore a critical business process in for-profit or not-for-profit organizations.

The idea of Kolb (1974) is that, while learning, an individual pass through a cyclic four stages process.

 

 

The elements of this process are:

● Learning – defined by Bass and Vaughan (1966) as ‘a relatively permanent change in behavior that occurs because of practice or experience’.

● Education – the development of the knowledge, values and understanding required in all aspects of life rather than the knowledge and skills relating to areas of activity.

● Development – the growth or realization of a person’s ability and potential through the provision of learning and educational experiences.

● Training – the planned and systematic modification of behavior through learning events, program and instruction, which enable individuals to achieve the levels of knowledge, skill and competence needed to carry out their work effectively.

The need for HR Training and Development

The view of Harrison, R. (1992) the HR  Training & Development is needed by any organization that wants to be dynamic and growth-oriented or to succeed in a fast-changing environment. Organizations can become dynamic and grow only through the efforts and competencies of their human resources. Personnel policies can keep the morale and motivation of employees high, but these efforts are not enough to make the organization dynamic and take it in new directions. Employee capabilities must continuously be acquired, sharpened, and used by the employer requirement. For this purpose, an “enabling” organizational culture is essential. When employees use their initiative, take risks, experimentation, modernize, and make things happen, the organization may be said to have an “empowering” culture.

Even an organization that has reached its limit of growth, needs to adapt to the changing environment. No organization is immune to the need for processes that help to acquire and increase its capabilities for stability and renewal.

Difference between HR Training & Development and HRM

Both are very important concepts of management specifically related with human resources of organization. As per Armstrong, 2007 Human resource management and human resource development can be differentiated on the following grounds:

HUMAN RESOURCES TRAINING & DEVELOPMENT	HUMAN RESOURCES MANAGEMENT
Development Oriented in employees	Maintenance Oriented in employees
Inter-dependent and Inter-related in organization structure	Independent in organization structure
Aims to develop the employee’s skills and the organization goals	Aims to improve the development of the employee
HR TRAINING & DEVELOPMENT    has the responsibility of developing skills of managers in various levels of the organization	Given the responsibility of development of human resources to HRT&D
human resource development stresses on motivating people by satisfying higher-order needs.	HRM motivates the employees by giving them monetary incentives or rewards

HR Training & Development Functions

As defined by Sloman (2003), blended learning is an approach to training and development design that involves the use of a combination of delivery methods and in some cases learning methodology.

The goals of the HRT&D systems are to develop:

1.     The capabilities of each employee as an individual.

2.    The capabilities of everyone in relation to his or her present role.

3.    The capabilities of each employee in relation to his or her expected future role(s).

4.    The dyadic relationship between each employee and his or her supervisor.

5.    The team spirit and functioning in every organizational unit (department, group, etc.).

6.    Collaboration among different units of the organization.

7.    The organization’s overall health and self-renewing capabilities which, in turn, increase the empowering capabilities of individuals, dryads, teams, and the entire organization.

Training Process

On-the-job Methods	Off-the-job Methods
Job Rotation	Classroom Lectures
Coaching	Audio-Visual
Job Instruction	Mock-up Training
Committee Assignments	Case Studies
Apprenticeship	Role Playing
Internship	Programed Instructions

Benefits of Human Resource Training & Development

Ulrich, et al., (2017) explains the benefits Human resource Training & Development now a days is considered as the key to higher productivity, better relations and greater profitability for any organization. Appropriate HR Training & Development    provides unlimited benefits to the concerned organization. Some of the important benefits are given bellow;

HR Training & Development (Human Resource Development) makes people more competent. HR Training & Development develops new skill, knowledge and attitude of the people as per the culture of the organizations.

With appropriate HR Training & Development program, people become more committed to their jobs. People are assessed based on their performance by having an acceptable performance appraisal system.

Acceptability toward change can be created with the help of HR Training & Development. Employees found themselves better equipped with problem-solving capabilities.

It improves the all ground growth of the employees. HR Training & Development also improves team spirit in the organization. They become more open in their behavior. Thus, new values can be generated.

It also helps to create the efficiency culture in the organization. It leads to greater organizational effectiveness. Resources are properly utilized, and goals are achieved in a better way.

It improves the participation of worker in the organization. This improve the role of worker and workers feel a sense of pride and achievement while performing their jobs.

It also helps to collect useful and objective data on employees’ programs and policies which further facilitate better human resource planning.

Hence, it can be concluded that HR Training & Development    provides a lot of benefits in every organization. So, the importance of concept of HR Training & Development    should be recognized and given a place of fame, to face the present and future challenges in the organization.

References:

Armstrong, M. (2007). A Handbook of Human Resources Management Practice (10th ed). London: Kogan Page.

Bass, B. M. & Vaughan, J. A. (1966). Training in industry: The management of learning. London: Tavistock.

Harrison, R. (1992). Employee Development. London: Institute of Personnel Management.

Kolb, D. (1974). Organizational Psychology: An Experiential Approach. Englewood: Prentice-hall.

Sloman, M. (2003). Training in the Age of the Learner. London: CIPD.

Ulrich et al., (2017)“Victory Through Organization: Why the War for Talent is Failing Your Company and What You Can Do About It” (McGraw-Hill Education)

Includes bibliographical references:

Bernardin H. J. (2003). Human Resource Management.

Cascio Wayne F. (2003). Managing Human Resource.

Dassler. Gary (2006). Framework for HRM.

Mumford, A. & Gold, J. (2004). Management Development: Strategies for Action. London: Chartered Institute of Personnel and Development.

Senge, P. (1990). The Fifth Discipline: The Art & Practice of the Learning Organisation. London: Century.