What Is Training and Development In HR?
Training and Development is a fundamental function of the Human Resources department. It usually falls under HRM and is concerned with those activities and actions focused on improving the performance of individuals and groups within the organization. This field is called by several names, such as human resource development, employee development, and learning and development.
“Training” refers to a process where employees are systematically instructed and taught a wide variety of specific knowledge in relation to their jobs. This usually includes technical knowledge, which allows an employee to be better at their job. Training helps workers perform tasks with higher efficiency.
“Development” refers to holistic improvement and educational growth. It usually involves honing managerial skills in an employee. Development can include teaching skills and improving personality or linguistics. The development process includes a focus on attitudes, insights, leadership, adaptability, and human relations.
- Ethics – Ethics refers to principles that help in regulating the conduct of a worker when they are performing a specific organizational related activity. It is the Training and Development program’s responsibility to provide knowledge around ethical conduct.
- Attitude Changes – A poignant aspect of training is to ensure positive attitude adjustments in an employee. This can be in their general outlook, feelings, reaction, and beliefs towards the organization, their coworkers, management, and others. A positive attitude has a significant impact on the employee’s morale, loyalty, motivation, satisfaction, and commitment.
- Decision Making – Certain employees, particularly in the managerial segment, are taught special skills. Decision making allows managers to understand a dilemma and make decisions based on the facts and resources available. A Training and Development program is required to impart these skills to higher-level employees.
- Problem Solving Skills – These skills are another form of special training. Higher-level employees need to have problem-solving knowledge and experience to carry out industrial analysis and tackle day-to-day issues.
There are a series of steps involved in any Training and Development process. These are required to be followed systematically in order to create an efficient and results-oriented program. The typical training process includes the following steps:
- Identifying and assessing the need for employee training
- Training opportunities and objectives are established
- Designing the training program in accordance with the set objectives
- Implementing the training program and putting it into action
- Evaluating the training results. Employees are asked for feedback on the session and follow up in areas of most import.
All of the above-mentioned steps are crucial to developing a robust training program.
E-Learning refers to the method of employing digital or online means to teach an educational course in an organizational setting. These courses can vary in their techniques – presentations, audio-visual recordings, discussion groups, games, and others.
The primary advantage of this mode of learning over conventional Training and Development methods is that it helps in saving manpower, resources, time, and money. It also eliminates the barriers to distance. Remote workers or those not positioned at company HQ can participate in . They can receive training in a similarly consistent and structured manner to improve their skills. E-Learning programs also help those with busy schedules.