Introduction
Training and development in human resource management involves bettering a company’s effectiveness by improving the skills and knowledge of the individuals in the workforce. It may be perceived as associated with instant changes in organizational effectiveness through organized instruction, whereas development is linked to the progress of longer-term organizational and employee goals. Firms have failed to realize the importance of this aspect and have experienced the impacts. The purpose of this paper is to explain the issue, the importance of addressing it, recommendations for overcoming challenges and precautions to be taken.
The Issue of Training and Development
Training and development in the human resource field is a process of offering employees the skills as well as the knowledge they require to perform their tasks effectively. It consists of multiple tools, activities, and instructions designed to better workers’ employees. It is an opportunity for staff to increase their knowledge and upgrade their capabilities. HR departments are responsible for playing a crucial role in creating and delivering productive training programs that cater to the needs of employees and the organization.
The initiative to help the workforce better themselves began during World War II in the United States. The need for skilled professionals started increasing (Yusoff et al., 2020). It was during this period that the United States labor movement was established. The group mainly contributed to the rise of employee training and development. At the start of the twentieth century, corporation schools were formed to offer production employees the required skills for their activities (Yusoff et al., 2020). Similarly, people started utilizing personal computers to train workers (Yusoff et al., 2020). It appears that organizations are failing to place their staff into further education aimed at building their work capability. The issue of neglecting training and development by firms in the United States can be attributed to budget constraints. Companies may fail to allocate adequate funds toward the process as there are other activities highly prioritized.
Importance of Addressing the Issue of Training and Development
Training and development have a critical role in the growth and success of individuals as well as organizations, which is a reason why the issue must be addressed. For workers, appropriate training offers the knowledge, skills, and confidence required to perform their jobs effectively and accomplish personal and professional goals (Yusoff et al., 2020). Additionally, development opportunities enable employees to expand their abilities, embrace new challenges, and progress in their areas of specialization. This benefits the person and contributes to the overall accomplishment of the firm.
Investing in the process of training and development can improve organizational productivity and efficiency. Workers who have been trained and equipped with the needed skills are in a better position to deal with challenges, discover solutions, and work collaboratively with other people (Yusoff et al., 2020). This results in higher performance levels and increased job satisfaction, which can lead to lower levels of turnover and absenteeism. Moreover, addressing the matter can have a positive effect on a firm’s culture (Yusoff et al., 2020). By showing a commitment to the growth and wellness of employees, companies can create a more engaging and supportive work setting. This has proven in the past to lead to greater motivation, as the staff feel valued and supported in their professions (Yusoff et al., 2020). Additionally, today’s rapidly changing business landscape needs organizations to be agile and adapt to new processes, technologies, and trends.
Five Recommendations to Overcome the Challenges Facing Training and Development
In order for a company to overcome the challenges facing the process of training and development, it must adopt a tailored approach, encourage active participation, conduct performance-based evaluation and routine follow-up, and employ the latest technology. Among the major problems in training and development is that various employees have different learning styles and needs (Ozkeser, 2019). Thus, it is important to adopt a tailored design that caters to the particular education-digesting capacity of each staff member (Ozkeser, 2019). This can be accomplished through the use of blended learning programs that consist of a combination of conventional classroom training, coaching, virtual courses, and hands-on training.
Another key issue is the lack of effectiveness of training programs regarding improving employee performance. In order to overcome this problem, it is essential to adopt a performance-based evaluation. This concerns setting particular goals before the training and then assessing the employees’ performance post-training to determine the effect of the training on their job productivity (Ozkeser, 2019). Thirdly, employee engagement is crucial to the achievement of training programs. A company can deal with low participation by encouraging being active by involving staff in the design, implementation, and assessment of the process (Ozkeser, 2019). This ensures that the human resource department accomplishes its specific areas of need.
During and after training, it is vital for a company to conduct regular follow-ups to guarantee that it fully understands and implements what it has learned. This can be achieved by routinely coaching, mentoring, and performing evaluations (Ozkeser, 2019). Additionally, it is critical to provide chances for staff members to apply their new knowledge and capabilities in the workplace. Lastly, the use of technology can have a major impact on overcoming problems in training and development. This can be accomplished through using virtual reality, gamification, and other innovative technologies to make the training more engaging, interactive, and effective.
Precautions
Before a company chooses to conduct training and development and adopt the recommendations mentioned above, it is essential to consider certain precautions. First, a firm needs an assessment, which should be performed to determine the capabilities and knowledge gaps of employees and determine the training and development programs that are most relevant to their needs (Ozkeser, 2019). This would aid in ensuring that the program is targeted and more effective.
Apart from that, the organization must establish clear and measurable objectives for the training and development programs. This assists in guaranteeing that the process is aligned with the firm’s overall goals and that the success can be assessed (Ozkeser, 2019). Thirdly, a budget should be set for the activities to ensure that the needed resources are available. This consists of funding for materials, trainers, and any necessary technology.
The fourth precaution would be for the company to establish a process for assessing the effectiveness of the training and development programs. This aids in identifying areas that need improvement and determining the return on investment for the programs (Ozkeser, 2019). Additionally, the firm must ensure that the process complies with every relevant laws and regulation, including equal opportunity and anti-discrimination legislation. Lastly, the organization needs to engage with staff members to gain their buy-in for the programs. This consists of involving employees in the design and implementation of the programs and communicating the benefits.
Conclusion
As suggested above, training and development are vital for the growth and success of an organization. This is the main reason why it is essential to address the challenges facing the process of human resource management. Apart from adopting measures to ensure the problem is solved, companies are advised to be cautious in their activities. For instance, they must have clear and measurable objectives for the training and development programs.
References
Ozkeser, B. (2019). Impact of training on employee motivation in human resources management. Procedia Computer Science, 158, 802-810. Web.
Yusoff, Y. M., Nejati, M., Kee, D. M. H., & Amran, A. (2020). Linking green human resource management practices to environmental performance in hotel industry. Global Business Review, 21(3), 663-680. Web.