Training and Development: Human Resource Management

Training and Development
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Introduction
The main purpose of human resource management is for the effective use of human resources in training and development. All players in a dynamic corporate world are aware of the significance of employee training and development, in order to achieve success and growth in organizations. Human resource management aims at achieving and implementing strategic management to subsequently improve human capabilities. Strategic human resource management concentrates on the improvement and development of core competitiveness and competence, and the integration between human resource strategies and organization`s strategies in achieving growth and profit. Strategic human resource management covers organizations related to business needs, culture, performance, structure, management, and employee development. Technical and traditional human resource management covers organizations role, recruitment, measurement, selection, planning, training and development.
Training is vital in achieving organizational goals and it also increases the efficiency and effectiveness of employees. In addition, it adds value to the performance, productivity and competitive edge of the organization. The performance of an employee is dependent on many factors, but training is most critical since it enhances capabilities, competencies and skills of the employee (Niazi, 2011). For an organization to perform, the employee has to perform, and for the employee to perform, training and development are the key factors. Training impacts the return on investment. Development is a volunteer attitude for an employee to grow over a period of time. Development is also a systematically and technically organized way of acquiring objectives. It is a system that is intentional, comes from the employee, and it is a long run in time period (Javed, 2014). Nowadays, most organizations spend on employee training and development so that they can cultivate on the effectiveness and efficiency in the employees behaviour, skills, knowledge, and personalities that contribute directly to the organization goals.
Overview
Employees are an expensive and crucial resource to every organization, regardless of their age and size. The value recognition of an employee has been evolving for years and training is seen is to be vital for the fostering of employee`s skills, attitudes and knowledge. Training`s role improves employee performance, increases organization productivity and gives the organization a competitive edge over other key industry players. This paper will look at training and development as a strategic human resource management, through reviewing its background and identifying the impacts, relevance and significance it has on today`s human resource management. Furthermore, this paper will discuss the future implication of training and development to supervisors, managers, human resource professionals, organization culture, employees and the general business environment. Finally, the paper will provide recommendations on the improvements or changes to be made on training and development.
Background
Timeline
Lao-Tzu, the 5th C Chinese philosopher once stated that if one tells, one listens, if one shows, one will see, but if one experiences, one will learn. Training and development has evolved since early stages of human civilization, and it has been refined gradually to the process that exists currently. Apprenticeship was among the first training practices that were widely used in the Middle Ages. Most children at that time would be sent to live with masters that had the art of craftsmanship, so that they can share knowledge and learn skills that are needed to succeed in that line of work (Apprenticeship, 2010). During the industrial revolution, intensive training was a necessity for employees that worked in factories, but did not possess the required knowledge and skills to work with the machinery. Vestibule training which is referred as near the job training was a common activity carried out within the factory (Vestibule training, 2010). Dr. Jacob Moreno in the 1910s first came up with role playing as a new method of employee training through placing the employees in a situation that they would encounter in a workplace. Role playing made the employees interact physically and apply skills needed in particular situations (Role playing, 2010). During the World War II, job instructor training was popularized and designed for supervisors, in order for them to acquire necessary skills and thereafter train their own workers in several areas (Job instruction, 2010). Computer Based Training created in 1959, got attention in the late 20th C. With technological advancements, it provided individuals with flexibility and interaction as they continued to attain greater knowledge, and new skills on online channels. Since then, training and development has evolved and there are various methods like on-work and off-work training that are used today.
Training
Jucius in 1955 defined training as a procedure where skills, aptitudes and abilities of employees are shaped to perform a specific task. Filippo in 1960 defined training is an act that involved the growth of employees` knowledge and skill level in order to perform a certain task. Beach in 1980 stated that training is a prepared process where an employee learns skills and knowledge for a particular purpose. Robins and Decenzo in 1983 mentioned training as a procedure of improving the knowledge, skills and aptitude of an employee to reach the goals of the organization. Raymond in 2010 stated that training is an intended effort that has proper planning to smooth the progress on employee learning on competencies related to the job (Javed, 2014). Training is not a choice, it is a necessity and the only option an organization has is to choose the method of training for its employees. Absence of training makes the employee learn their job through observation or trial and error which reaps low performance. The purpose of training is to promote employees skills, knowledge and behaviour modification as per the job category, and application of the learning to the employee’s day to day job requirement (Niazi, 2011).
Development
According to Raymond (2010) development is a future oriented and an employee volunteered activity that enhances the employee’s abilities and skills in the long run. Development is an educational system that delves on a systematic and an organized method that makes the employee have theoretical and conceptual knowledge. The intention for development is for the managerial personnel to attain long run requirements, making it premeditated and employee driven.
Training and development
Training and development is a process where an individual gains and transfers knowledge, skills and abilities that are needed to perform a particular task. The benefits of training and development are strategic and broader to both the employer and employee. To meet the current and future challenges of the business environment, training and development requires a wide range of learning actions; employee training on present tasks; sharing of knowledge to improve the business horizon, career development that expands the effectiveness of an individual and the organization, and customer service. A training and development program should be comprehensive so that knowledge, attitudes and skills are deliberated to attain organization goals and create a competitive advantage (Niazi, 2011).
There are dynamic changes to human resource management as today; employers are more concerned about employee retention and therefore, the need to be keen on employee development through training. The involvement of training and motivation is geared toward improving the performance of employees, which is directly proportional to the performance of organizations. The human resource management of the 21st C have a challenge of confronting issues related to training and development. Choosing the right type of training ensures that employees will eventually gain the necessary business skills and this need could be continuously updated in the follow up of the improved and the best human resource practices. Several researches done have concluded that there are considerable impacts of training on organization performance, HR, employees, and business environment (Niazi, 2011).
Impact of training and development to human resource management
It will address employee weakness in the workplace that blocks them from delivering the best services. Training and development will assist in eliminating weaknesses through strengthening employee skills and employees gaining relevant knowledge, making all employees uniform. This will make the workplace reliable when it comes to employee specialities and promote human resource development.
There is noticeable improvement in work performance since a properly trained employee is informed on procedures for performing various tasks. The employees’ confidence is boosted through training and development because the employees are aware of their roles and responsibilities and therefore, they carry out their duties in improved ways and they can even develop new ideas to use in their day to day duties (Hameed& Waheed, 2011).
There will be consistency in performance of duties by employees due to training and development which gives the workers constant knowledge and experience on their job responsibilities. When consistency is enhanced the organization procedures and policies and administrative ethics are adhered to during the execution of tasks.
There will be work satisfaction in the organization after training and develo...