Training and Development for Employees’ and Organization Growth

 Training and Development for Employees’ and Organization Growth

Figure 01: Training and Development (https://hr-management-slides.com/how-to-plan-training-and-development-program-optimally/) 

Training and development have become a key function of Human Resource Management. This is essential for any employee in an organization to be competent and motivated toward the job. Human resources focus mostly on the training and development of its employees to grow them within the organization and to retain them for a long period of time. This helps both staff and the company grow together. As per Nda & Fard (2013), Organizations segregate human capital based on its characteristics such as skills, knowledge, and motivation as it an unmeasurable to stay consistent in the market. Hence, organizations must retain employees with such capabilities to adapt to instant changes in the business environment.

What is Training and Development?

According to Rodriguez and Walters (2017), Training can be described as an approach that is planned and systematic activities which are concentrated on increasing the level of skills, knowledge, and competency of the trainees or employees. Training is a function in the organization which focuses on communicating information and/or instructions in order to enhance performance or to help the employee to reach a required level of knowledge or skill. 

Development programs are focused on core proficiencies and appropriate structures through which organizations enhance their business at a corporate level. Development programs will lead to competent employees with the ability to support organizational growth. This benefits both employees and the organization for a better future.

Stages of Training and Development

 

Figure 02: Steps in the training and development process (https://www.mbaskool.com/business-concepts/human-resources-hr-terms/8685-training-and-development.html) 

• Identifying the Purpose of the Training

The need for the training could arise at any level in the organization such as the strategic level identified by the senior members in the organization based on the mission, goals, and strategic planning. Middle management is responsible for identifying the needs at the tactical level. The lower level of management will be focused on individual performance and department-specific subjects. It can either be training based on job or personal growth anything would benefit the employee and the organization. 

• Establish Objectives

To Impart Skills – The goal is to increase the skill of the employee to perform assigned tasks effectively and efficiently. 

To Educate – This will be focused on enhancing the knowledge of a particular task or educating a new process change. This would benefit the increase in the reasoning power and judgmental skills of employees.

Ethics – To educate about the code of conduct and the culture of the organization. This will help to align the employee to work right. 

Extraordinary skills – To educate on critical decision-making, problem-solving, and industrial research. This will help the employees to be proactive and ready for future challenges.

• Selecting Training methods

Case Study – Particular style of training is focused on developing the critical thinking, problem-solving, and analytical skills of the trainee. Situations can be real or hypothetical however, everything will be related to the work or job role of the employee segment. 

Coaching – Coaching is perfect for teaching leadership. Emotional intelligence or change-management skills. This method would make the employee feel valued and motivated as it focuses on leadership. 

E-Learning – This is more of online training conducted using digital platforms. This will help the employees to learn certain things at their own pace. It also helps to refer to the documents or the recordings in future references as well. As it doesn’t have a monitoring party involvement, Trainer will have to have a quiz or other engaging factors to keep the training more attentive. 

On-the-job training – Also known as hands-on training. This is basically demonstrating how a particular job is performed while going through the experience of processing real activities at work. This reduces the time spent on training separately. 

An internship is a way of trying on-the-job training where they will be put into a real work environment and ensure employees are ready for future challenges and success. 

Rotation is another way of training by motivating the employee by giving them the chance to try on other aspects of the organization. This enables the employee to learn new things and explore his or her ability to perform better with their own input. 

Shadowing is basically monitoring the newly hired employee while they work. Constantly questions will be asked and helped with certain tasks. This will help the fresher to have an idea prior they actually perform the work. 

• Conduct and deliver the Training

It is very crucial selecting the correct training method depending on the crowd and the purpose of the training. Based on those two categories, training will be conducted. This will ensure that the training has identified the correct training method and the crowd accordingly. Identifying the correct training method makes the employees more efficient and skilled aligned with the organization's expectations. 

• Evaluate Performance

Performance appraisal is basically evaluated based on the outcome of the training and development. The changes in attitude and work efficiency are considered based on the performance review (HrHelpboard, 2017). On the other hand, trainers also evaluate their performance based on certain methods such as formative evaluation and summative evaluation. The formative evaluation method is used to collect data that will clearly reflect the drawbacks and unintended outcomes which will be helpful in changing the plan and structure of training for the future. Summative evaluation is done in the end of the training program and assesses the impact and the effectiveness in terms of achieving the goals and objectives.

Conclusion

Training and development are the crucial tasks that come under HRM. Every organization spends millions on Training and development. This has a huge impact on employee growth as well as the organization. Every organization drives to have an efficient and competent set of works in order to perform and deliver an exceptional result in the outcome. Also, the employee will feel valued and motivated as the company thinks about their personal growth as well.

References

Figure one – https://hr-management-slides.com/how-to-plan-training-and-development-program-optimally/

Figure two - https://www.mbaskool.com/business-concepts/human-resources-hr-terms/8685-training-and-development.html

• Nda, M.M and Fard, R.Y (2013) ‘The impact of training and development on employee productivity’, Global journal of commerce and management perspective, 2(6), pp. 91-93. Available at: https://www.researchgate.net/profile/Assoc-Prof-Dr-Rashad-Yazdanifard/publication/260219097_THE_IMPACT_OF_EMPLOYEE_TRAINING_AND_DEVELOPMENT_ON_EMPLOYEE_PRODUCTIVITY/links/00b4953030e52c7e4a000000/THE-IMPACT-OF-EMPLOYEE-TRAINING-AND-DEVELOPMENT-ON-EMPLOYEE-PRODUCTIVITY.pdf (Accessed on: 04 May 2023)

• Rodriguez, J and Walters, K (2017) ‘The importance of training and development in employee performance and evaluation’, worldwide journal of multidisciplinary research and Development, 3(10), pp. 206 – 212. Available at: https://www.researchgate.net/profile/Kelley_Walters/publication/332537797_The_Importance_of_Training_and_Development_in_Employee_Performance_and_Evaluation/links/5cefe41092851c4dd01ba833/The-Importance-of-Training-and-Development-in-Employee-Performance-and-Evaluation.pdf (Accessed on: 04 May 2023)

• HrHelpboard. (2017). Training and Development Process for implementing training programs in HRM. [online] Available at: https://www.hrhelpboard.com/training-development/training-and-development-process.htm.(Assessed: 04 May 2023)