8. Training and development in HRM

Key issues in training and development 

By Dilshard Hameed

Introduction

The  debate over why and how human resource management has superseded the formerly well-established notion of personnel management is especially relevant to, and in some cases, caused by, the changing role of training activities in businesses. The survey examines training and development practices in the following areas: the strategic role of training and development, the use of systematic methods for assessing training needs and effectiveness, the role of line managers in training and development, and the actual volume of training in European organizations'. The strong relationship between company strategy and human resource management, as well as the increased focus on training and development and the revitalization of experiential learning processes on the job, all bring the human resource responsibility of the line manager into focus. Effectiveness of training is usually believed to require a thorough diagnosis of training needs. (Larsen, H.H., 2017.)

                                                                 (Figure 1;Learing and development)

Training and development process

Training and development is a crucial aspect of HR management. It tries to increase employees' skills by teaching them new work techniques. It helps to update their knowledge of doing. Improved job efficiency leads to higher organizational productivity. Training is crucial for maximizing the value of an organization's human resources, leading to both individual and organizational development.

(Raheja, K., 2015.)

                                                        (Figure 2; Training and development Programs)

Impact of training and development

Organizational studies emphasize four key aspects: training and development, on-the-job training, training design, and delivery style. The current study aims to analyze the impact of training and development, on-the-job training, training design, and delivery style. Organizational performance. This study relies heavily on secondary data, including a detailed literature review. Four hypotheses were created to assess the impact of independent variables on overall organizational performance. The hypotheses indicate that all have a significant impact on organizational performance. We derived our hypotheses from a literature review and used it to substantiate them. Results indicate that Training and Development, On-the-Job Training, Training Design  and delivery styles significantly impact organizational outcomes. All of these factors contribute to improved organizational performance. This means that it enhances the overall organization. Performance. We also prove our empirical data is used to formulate a hypothesis. However results are strongly based on the training and development.

(Khan, R.A.G., Khan, F.A. and Khan, M.A., 2011)

                                                  (Figure3; Impact of training and development)

                                                         (Figure 4; Training and development)

Conclusion

Training, development, and human resource management are key drivers of corporate expansion and personnel advancement. The necessity of strategic learning initiatives is becoming more and more apparent as firms adjust to changing environments. HR departments give workers the skills and information they need to succeed by funding extensive training programs, encouraging a culture of lifelong learning, and offering chances for skill development. Furthermore, training that is in line with both individual and organizational objectives guarantees a knowledgeable and flexible workforce that can maintain its competitiveness and spur innovation. Organizations that implement training and development programs successfully not only improve worker performance and happiness but also foster a culture of excellence and resilience that positions them for long-term success.

References,

Larsen, H.H., 2017. Key issues in training and development. In Policy and practice in European human resource management (pp. 107-121). Routledge. Raheja, K., 2015. Methods of training and development. Innovative Journal of Business and Management, 4(2), pp.35-41. Khan, R.A.G., Khan, F.A. and Khan, M.A., 2011. Impact of training and development on organizational performance. Global journal of management and business research, 11(7), pp.63-68.