The function of the Human Resources Department (HRD) is mainly focused on training and development. This activity is so important that sometimes HRD is equated with it, although the starting point of HRD in a company is not always training and development.
The potential of individuals in a working organization is considered unlimited. They are believed to be capable of much more than they are normally expected to do and can learn much more than is formally considered possible.
Table de matières
Introduction: Training and Development as HR Activities
The objective of any organization, in relation to its markets, return on capital, productive capacity and fluidity of capital (cash flow), etc., is achieved essentially through the help of employees.
They possess an untapped intellectual reservoir that can serve as a pool of organizational creativity and resources, if managed properly. Such management requires the training and development of employees.
In general, the current education system is not designed to teach specific skills for different positions in a particular company or organization.
Even those with technical, vocational, or formal training should receive initial training in the form of orientation to specific organizational policies, practices, and methods.
Traditionally, training and development was not seen as an activity that could create value and successfully cope with competitive advantage. Organizations used to employ specialists whose job was limited to instructing and teaching people how to work more efficiently, at lower cost.
Training and development was not considered an important activity of the HRD function. They were not aimed at imparting the necessary knowledge, developing the necessary skills and bringing about the desired attitude change among the employees for the specific purpose of ensuring functional effectiveness.
Organizational priorities have changed in recent years as the focus has shifted from piecemeal training activities to more systematic HRD activities.
Many companies have shifted from one-on-one employee training to becoming “learning organizations” with an emphasis on continuous learning.
Thus, learning organizations are those where people constantly expand their capacity to create the results they truly desire, where new expansive thought patterns are encouraged, where corrective aspiration is released, and where people continually learn to see the together as a whole.
The focus has shifted from training and development to learning and development.
The goal of any training program should be to bring about change in the following areas:
Knowledge
Training helps trainees know the policies, procedures, and rules of the work they do.
SKILLS
Training increases technical knowledge and skills related to the work performed.
attitudes
Training changes the attitude and behavior of trainees towards work, their colleagues and their supervisors.
Nowadays, training is also defined as a learning experience. It involves changing the skills, knowledge, attitudes or behavior of employees. This may mean changing what employees know, how they work, or their attitudes toward their work, their colleagues, their managers, and the organization.
The main strengths of training and development include the following:
Learning Experience
Training and development focuses on learning ways to perform organizational tasks. Employees learn new habits, honed skills and useful knowledge during training and development programs.
Planned Activities
Training and development is a process of learning a sequence of programmed behaviors. A considerable amount of money, time and effort is spent on planning training and development activities in the organization.
Training and development planning involves the identification of training needs, the use of training methods, the duration of training programs, etc. The need for planned training and development activities has further increased due to the rapid emergence of new work performance methods and technologies.
Skills and Knowledge for Present and Future Jobs
Training imparts and develops specific skills for a particular job. Development, on the other hand, encompasses the set of processes that lead to the development of employees so that they can take on higher-level tasks, problems, and challenges.
Training and development can thus be seen as forming a continuum, with training being at the lower level and development at the higher level of the spectrum.
Benefits of Training
Training is beneficial not only for the organization, but also for the employees . From an organizational perspective, the benefits of training are:
- Reduced Learning Time to Reach Acceptable Levels
A systematic training program reduces the learning time needed to reach an acceptable level of work. Thus, the employee does not waste time learning the job by trial and error or by observing others.
- Increased Productivity
Training increases an employee’s skills to perform a particular job. This leads to an increase in productivity in terms of quality and quantity of production.
- Reduced Oversight
Proper training reduces the supervisor’s responsibility to monitor the subordinate because the trained employee knows how to do the job.
- Economic Management of Machinery and Materials
A trained employee handles machines and materials economically, resulting in reduced waste and production cost. Learning about safety measures also reduces the accident rate.
- Standardization of Procedures
Adequate training helps the employer to standardize work procedures. Standardization leads to a high level of performance rather than exception.
- Increased Employee Morale
Training reduces absenteeism and staff turnover, which increases employee morale.
- Employee Loyalty
Training helps to change the attitude of the employee to support organizational activities and gain greater cooperation and loyalty from human resources.
- Meeting Workforce Needs
Ongoing training helps meet future workforce needs from internal resources.
From an employee perspective, the benefits of training include:
- Eliminating the Fear of New Skills
Training helps the employee acquire new skills and knowledge and enhance their career and personal growth.
- Increased Security
Trained employees learn how to handle machines and materials safely, making them less prone to accidents.
- Superior Compensation
Through training, employee productivity increases, leading to higher salaries and bonuses.
- Promotion
Training helps employees sharpen their skills and benefit from opportunities for promotion and growth.
- Trust
Training helps the employee to be confident in performing the job and to have higher job satisfaction. This creates a sense of security and increases morale.
Thus, the benefits of training and development lie in the reduction of learning time to achieve acceptable performance on the current position, the formation of attitudes, assistance in solving operational problems, meeting labor needs benefits and benefits for employees in terms of job satisfaction and recognition, as well as the deterrence of fear of attempting new tasks. This creates a good climate of learning, growth and coordination. It makes the organization more pleasant to work in and live in.
Training and Development Needs
Given the importance given to training and development, it is only natural to assume that companies must have developed extensive methods for identifying training needs.
The rational way to decide what type of training to undertake is to analyze the whole organisation, i.e. people, jobs, technologies, etc., and identify the needs and positions where training and development are necessary. The first step is to carry out a “Needs Assessment and Analysis”.
The concept of “need” generally refers to a gap or gap between what an organization expects to happen and what actually happens. The focus is on correcting unsatisfactory performance.
The “Needs Assessment and Analysis” process identifies the gaps between the current skills of employees and the skills required for effective performance of the current job, the differences between the current skills and the skills needed to perform the job successfully in the workplace. ‘coming.
It also identifies the conditions under which the human resource development activity will take place. Thus, Needs Assessment and Analysis form the basis of any training program.
The main purpose of Needs Assessment and Analysis is to carry out a systematic exploration of the ways things are and should be. This difference is called the performance gap.
Methods of determining needs may include:
- Activity analysis.
- Problem analysis.
- Behavioral analysis.
- Organization analysis.
- Evaluation of performances.
- Brainstorming.
- Hum.
- Card sorting (write potential training needs on cards).
- Comparison.
- Conference.
- Consultant.
- Advice.
- Behavior pattern.
- Informal discussions.
- Interviews, observations.
- Research.
- Self-analysis.
- Surveys.
- Testing.
- Questionnaires.
- Workshops.
Needs Assessment and Analysis is an essential step in ensuring that training and development programs are targeted and relevant to meet the specific needs of the organization and its employees.
Importance of Training and Development in HR
In a rapidly changing world, the importance of human resource training and development cannot be underestimated. These activities play a vital role in preparing employees to meet the challenges of today’s market, to evolve with new technologies and to contribute significantly to the growth and success of the company.
HR training and development offers many benefits for both the organization and the employees (see above).
As an engine of organizational growth, HR training and development enables the company to remain competitive in the market by adapting to new trends and changing customer demands. It also allows the company to retain talent and attract new employees motivated by opportunities for growth and advancement.
HR training and development programs can be designed to meet specific needs, such as technical training , leadership training, communication training, problem-solving training, etc.
These programs aim to develop the essential skills needed to excel in job functions and build the ability of employees to contribute meaningfully to the achievement of organizational goals.
In addition, HR training and development fosters a positive and motivating work environment. Employees are encouraged to learn and grow, which strengthens their commitment to the company and their long-term loyalty. Employees feel valued and supported by the organization, leading to increased job satisfaction and motivation to excel in their roles.
Conclusion
In conclusion, HR training and development are essential activities to foster organizational growth and success. These programs provide significant benefits for both the organization and the employees, by improving productivity, building skills and creating a positive work environment.
By investing in employee training and development, companies can ensure that they are well positioned to meet ever-changing market challenges and achieve their long-term goals.
