Importance of Training & Development Department in HR : Human Resource Management (HRM) has five major functions that support a full life cycle of employment, from recruiting talented workers to the organization to the retirement of long-term employees. Tasks include recruitment and candidate selection; Onboard and orientation; Employee Relations and Labor Relations Management; Compensation and benefits; And training and development. The HR training and development program, while sometimes final in the list of HR functions, may be the most important function of the Minister of Human Resource Development.
Training vs. Development
Many HR managers and business owners and executives use the term training and development, with each other or as joint work, but they are very different HRM functions. Training, which is typically a short-term effort, focuses on discrete skill sets, such as learning software applications that help employees become more productive or efficient. Think about Excel training classes or on-the-job, apprentice-like training where an employee learns how to do real job tasks.
Development, on the other hand, focuses on a long-term solution to improve employee capabilities, such as leadership development programs or job coaching and mentoring.
Importance of HR Training and Development
The training and development sections within your HR department can improve employee skill sets and assist both employees and leadership in achieving their professional development goals. Providing training and development opportunities to employees is essentially saying, “We are invested in your future,” and that means their future with your company or future employer.
Investing in employees, whether they use what they learn in their current jobs in your company or elsewhere, is good for your organization. Employees who stay with the company will put those new skill sets to use – technical skills or soft skills, such as building interpersonal relationships and improving leadership capabilities – in ways that benefit your organization. And if they eventually learn from another company, the perception they have about you and your organization will enhance your reputation as a company that is committed to employee engagement and job satisfaction.
The best and cheapest way for employees to develop talent
From the HR perspective, developing talent is the best way to develop the roles of a company.
First of all, it is always cheaper for internal skills. The more junior positions, the lower the cost of recruitment, so hiring more junior positions within the company reduces the overall recruitment costs for the position, even after accounting for the replacement of the junior position.
Second, it is usually simpler and quicker to bring an internal fare to the pace – as the novice already knows everything about the company. There is no precise data on this subject, but the idea that on average household working officers are strongly shared by most managers compared to outside workers.
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Finally, there is a more engaged and loyal workforce to promote internal mobility through training. While new blood remains necessary, ideally it should not represent the majority of employees.
Overall, developing talent for the ever-changing company needs of employees is an overall scope that has been written about employee training. Introducing learning opportunities through a digital workplace will maximize the value of all your training programs.
Need of HR Training and Development
The need for training and development in modern business areas cannot be understood.
These programs are important for your organization to compete with other companies and, more importantly, to ensure that your workers are doing their job in the most efficient and productive way. Before starting a HR training and development program, consider a three-pronged approach to the needs of your employees.
First of all, ask what type of training you want before creating a training program based on the needs of your employees. This is the best way to put your training dollars to good use. By asking end users (employees, and their supervisors and managers) what type of job training they believe will benefit them, you can almost guarantee that the training you provide will be useful.
Second, it is possible to participate in the design or development of your company’s training and development program. This can verify that you are offering the type of training and development that meets the collective and individual needs of your employees. For example, consider forming an advisory committee that works closely with training and development experts in your human resources department.
Third, determine how the training will be accessed before it begins. Some companies want to track their data on the return on investment and value of all your training programs. In this case, you will need to identify the first training and subsequent training metrics, such as the performance evaluation rating in the year before training, and the assessment rating after full training of employees.
Developing a culture of teaching and learning
The greatest method of study is to learn from peers and managers. Unfortunately, this is the most complex learning method to install in the entire company. However, it is not sufficient to engage a training consultant to provide one-two courses. We are talking about jobs every day.
A culture where managers want to develop their team members and are valued for that effort, and where all employees are encouraged to learn and share new skills, is not easy to create. And, as with all other corporate initiatives, the company Internet is a great tool to promote this culture and end desired behaviors.