In this ever-changing world going through another industrial revolution, many aspects of the workforce underwent drastic changes, and many new attributes were introduced. While the human resource management department is not exactly an invention of recent times, it did go through drastic changes throughout this century. Since its inception, Human Resources has been a very important part of the industry that focuses on the development and prosperity of a company. It initiates training and development programs for the employees. In this article, we will learn about them in more detail along with their role in the HR department. So, let’s get started.
- 1 What is Human Resource Management (HRM)?
- 2 Training and Development Programs
- 3 What are Examples of Training Programs?
- 4 Importance of Employee Development Training and Development in HRM
- 5 Conclusion
- 6 Frequently Asked Questions (FAQ)
What is Human Resource Management (HRM)?
Previously, Human Resource Management department was known as Personnel Manager. In the early 1900, the importance and key roles of a worker in the industry were recognized. So a new division was dedicated to them by the name of Personnel Manager. But this division’s priority was not the benefits of employees, but rather the utilization of them such as,
- Organizing etc.
It is now recognized that for employees to be performing better, they need to be treated better. Hence a new approach to involving employees in the decision-making was started.
Employees must collaborate in teams and participate in decision-making in order to effectively manage human resources in the twenty-first century. This method of HRM places more emphasis on enhancing employees’ worth by highlighting their competencies, skills, abilities, and work experience. Additionally, it has aided in improving methods for employee retention within firms. These are some of the Functions of the Human Resource Department:
- Hiring and Recruiting New Employees.
- Soft Skills Training and Development of the Employees.
- Relation between Teams, Employers, and Employees.
- Maintaining an Inclusive Company Culture.
- Focusing on Employee Benefits.
- Reducing Employee Turnover.
- Handling Disciplinary Aspects.
Training and Development Programs
Training programs are designed according to the requirements of the organization and skills training refers to training employees about the present job, the formal and systematic modification to have a competitive advantage, leadership skills, etc. The different employee training program is offered based on learning style, a particular job, interpersonal skills, and development efforts. The objective of the training is to enhance the employment profiles of the employees. These programs typically have two categories:
1. Job-Related Training:
Naturally, the first concern of employers is to increase revenue. To do that, they focus on increasing the skills of the employees, especially the ones related directly to their job. So the primary types of training HRM held are designed to teach, mentor, and increase the job-related soft skills of the employees.
2. Development Training:
When the employees are highly skilled regarding their tasks and are deemed to be an asset, companies invest in their development such as leadership, management, soft skills, etc. These types of training are development training. Higher personnel, executives, and high-achieving employees are considered for these programs.
Training and Development in Human Resource Management (HRM)
Training is recognized to be a vital human resources function. The Human Resources Division focuses on improving and developing the human resources within the business. In most organizations, training and development are key components of their HRD activities. Training & development can help an organization maintain its competitive edge in a friendly environment and can help improve its productivity. With the rapid changes in technology, constant innovations, and several additions to almost every field of job, employees require training per year to stay up to date.
What are Examples of Training Programs?
As discussed above training employees is mostly related to the employees’ jobs, work processes, and outcomes. When a professional needs to learn specific sets of skills for their profession, they often receive yearly professional training. When they try to be better at their job, they need complementary training. And when they have a goal for the future and work for that goal by including long-term changes, and learning skills that may not be directly related but helpful nonetheless to their job, they go for human resource development training. Some training and development program examples are listed below:
Professional Training and Legal Training:
In many jobs, training is required continuously. We know how physicians go through schools, and internships, and undergo yearly certifications to prepare them for their job. Accountants need yearly professional training for new tax codes as tax laws to change frequently, as do lawyers and consulting businesses. Personal fitness trainer undergoes annual training to be updated on the latest nutrition information. In consulting firms, technical courses can sometimes be used to help the consultants understand how to use the software to enter the hours to charge the client. Restaurants require trained servers to handle orders. These are all perfect examples of professional and legal training.
Once one goes through a team training process, one can be considered for promotions and higher responsibilities. If that happens, management training will take place. Topics may include soft skills training such as motivation and delegate ability, and some may be technical. Management training is usually carried out in-house while others, including leadership for future leaders, are often carried out externally.
Technical Knowledge or Technology Training:
In today’s technological world, various types of technical knowledge related to the job profile may be necessary for training employees. This team training is usually conducted for the new hires and old employees not acquainted with the technological aspects of the job. In retail environments, technical training includes learning how to call customers through computers. Technical training is also useful to show a business owner how to use a sales system to get new prospects. For employee performance and job satisfaction, technical training is important.
Training and development are extremely important to production-based companies. Quality Training involves the introduction or training of staff to prevent the detection and removal of products that are not up to the standard. This training gives employees the knowledge to identify products not meeting quality requirements and learn the appropriate steps.
Safety skills training is based on occupational hazards, a training method to help prevent workplace injuries. Safety training has remained critical for organizations that employ dangerous materials in their productions. Safety training may include evacuation planning and fire-fighting training as well as safety procedures. Safety training includes many other aspects such as the physical and mental health of the employees involved in high-risk jobs.
Importance of Employee Development Training and Development in HRM
In today’s working environment, it’s important that a company invests in transforming its men into manpower. Training in HR management can give the greatest possible result for each and every employee. Training programs provided for employees can help improve both organization and the individuals. Some of the benefits include:
- Developing the soft skills they need for the competitive workforce.
- Helping people in learning specific equipment /software.
- Performing certain tasks with improved efficiency.
- Overall a holistic development of individuals and the company.
As one of the important departments of a company, Human Resources Management handles the even more important job of training and developing the company’s most important resources, its employees. Employees’ personality traits, personal habits, understanding of a clear career path, and educational growth all affect the quality of business goals development for the company. This is why training and development refer to a positive influence on all of this.
Frequently Asked Questions (FAQ)
What Do you mean by Training?
Training refers to a structured system that consists primarily of teaching employees technical skills related to their work tasks.
What is Training in HRM?
Training is a key function in Human Resources Management that refers to a systemic approach in which employees learn technical skills related to their tasks.
Is Training a Function of HRM?
Training has one of the deciding functions within any department, just as it’s a function of HRM.
Why Training is an Important Function of HRM?
Training programs aimed at teaching staff to use a specific set of new skills or better way of exercising old ones to increase productivity which is why it is important to the function of HRM
How Employee Training and Development are Integrated with Talent Management Strategies?
Talent management refers to deliberate organizational strategy planning for attracting talent and assisting them in realizing their full potential. The top individuals are recruited, accredited, and then given opportunities within the system to advance skills. the approach also identifies talent gaps and open positions. Learn how to grow and maintain the workforce.