5.Training and Development in HRM

 

5.1.What is Training and Development?

According to Swanson and Holton,(2001), Training and development is defined as a process of systematically developing work-related knowledge and expertise in people to improve performance. 

Training and development in HRM refers to a system of educating employees within a company. It includes various tools, instructions, and activities designed to improve employee performance. It's an opportunity for employees to increase their knowledge and upgrade their skills.

“Training refers to the methods used to give new or present employees the skills they need to perform in their jobs” (Dessler, 2005).

 “Development Programs designed to help employees develop skills and knowledge necessary to handle future responsibilities” (Sommerville, 2007). 

5.2.Comparison between training and development

 5.3.The importance of training and development

Training Magazine’s 2022 Training Industry Report found that companies spent more than $100 billion on employee training. While this may sound expensive, it’s important to note that numerous reasons prove it’s a worthwhile investment. Take a look at some of the following statistics that show why training is important for today’s organizations: 

• Organizations that invest in employee training reach 11% greater profitability than organizations that don’t. 
• 80% of employees note that more training and development opportunities would help them feel more satisfied in their jobs. 
• 50% of employees are considering leaving their company due to a lack of training. 

As you can see employee training and development not only benefits individual employees but also contributes to the overall success and competitiveness of the organization. It helps in talent retention, succession planning, and creating a culture of continuous learning and improvement within the workplace. Organizations that invest in employee development often find themselves better equipped to adapt to changes in the business environment and achieve their long-term goals.

5.4.Employee training & development Methods

5.5.Common Workplace Training and Development Issues

• Work Overload.
• Overwhelming Content.
• Ineffective Training Methods.
• Varying Types of Learners.
• Digital Transformation.
• Costly Training Expenses.
• Geographic Limitations.
• Negative Company Culture.

Conclusion

Effective training and management development programs should also help emerging leaders improve their critical thinking and listening skills. The ability to think outside of the box, and apply innovative solutions to common management problems is critical to building a flexible and responsive team.

References

Mishra, A., 2022. hrone. [Online]

Available at: https://hrone.cloud/training-development-hrm/

[Accessed 05 April 2024].

Patterson, J., 2023. forbes. [Online]

Available at:https://www.forbes.com/sites/forbeshumanresourcescouncil/2023/06/13/creating-a-culture-of-training-and-development-in-the-workplace/ 

[Accessed 05 April 2024].

Freifeld, L. (2022) industry standard for professional development and news for training, human resources, and business management professionals in all industries.2022 Training Industry Report.[Accessed 05 April 2024].

Swanson, R. A. (2001). HR development & underline theory. pp. 299-312.[Accessed 05 April 2024].

Dessler, G. (2005) Human Resource Management. 10th Edition, Prentice Hall, Upper Saddle River.[Accessed 05 April 2024].

Sommerville, K. (2007). Hospital Employee Management & Supervision. Canada: John Wiley.[Accessed 05 April 2024].

Swanson, R. A. (2007). HR development & underline theory. pp. 299-312.[Accessed 05 April 2024].

 

More references

https://seismic.com/enablement-explainers/the-difference-between-training-and-development/

https://www.skillshub.com/training-development-issues-workplace/