Training & Development Process In HRM

Figure 1: Training and development process in HRM

In Human Resource Management (HRM), a system of employee education is referred to as training and development. It contains a variety of resources, guidelines, and exercises aimed at enhancing employee performance. Employees have the chance to broaden their knowledge and improve their abilities (Work Human, 2023).


The training and development process in Human Resource Management (HRM) refers to the systematic approach that organizations take to enhance the knowledge, skills, and abilities of their employees. It aims to improve employee performance, boost productivity, and foster individual and organizational growth.


The management of human resources would be incomplete without the process of training and development. Training and development involve the creation of opportunities to support employee growth. Recognizing the training's objectives and determining the desired business impact are the first steps in developing an effective and successful training program. The analysis of personnel skill gaps and strengths is the next step. Additionally, it's critical to connect with staff members to comprehend their wants and sources of inspiration. Planning for assessing goal efficacy and long-term sustainability is the final step (Bojamma, 2023).




The process typically involves several stages, which can be summarized as follows:

1. Needs Assessment:

The first step is to identify the training and development needs of the organization and its employees. This is often done through various methods such as performance appraisals, employee surveys, skill assessments, and feedback from managers and employees.

2. Setting Objectives:

Based on the needs assessment, clear and specific training objectives are established. These objectives outline what the organization wants to achieve through the training initiatives, such as improving specific skills, increasing knowledge, or addressing performance gaps.

3. Designing the Training Program:

In this stage, HR professionals or training specialists design the training program to meet the identified needs and objectives. They select the appropriate training methods, materials, and delivery formats, considering factors such as the target audience, available resources, and the desired outcomes.

4. Implementation:

The actual training sessions take place during this stage. Trainers or facilitators conduct the training using various techniques, such as workshops, seminars, on-the-job training, e-learning modules, or a combination of these methods.

5. Evaluation:

After the training is completed, the effectiveness of the program is evaluated. Evaluation measures may include assessing changes in employee performance, knowledge gain, skill improvement, and overall impact on organizational goals. The evaluation helps determine the success of the training and identifies areas for improvement.

6. Feedback and Follow-up:

Feedback from participants and stakeholders is collected to gain insights into the training experience and identify areas for improvement. Based on the evaluation results and feedback, adjustments can be made to future training programs.

7. Career Development:

Training and development are often linked to career development opportunities within the organization. Employees who participate in training programs may be considered for promotions or given additional responsibilities that align with their newly acquired skills.

8. Continuous Learning:

HRM emphasizes the importance of continuous learning and development to adapt to changing industry trends, technological advancements, and organizational needs. Training and development should be an ongoing process to ensure employees' skills remain relevant and up to date (Amoah-Mensah & Darkwa, 2016).


Figure 2: Training process


Conclusion


The training and development process in HRM is a critical component of talent management and employee engagement strategies, as it helps create a skilled and motivated workforce, ultimately contributing to the organization's success.


References

  • Amoah-Mensah, A. & Darkwa, P., 2016. TRAINING AND DEVELOPMENT PROCESS AND EMPLOYEES’ PERFORMANCE IN THE “CHOP BAR” INDUSTRY. Journal of Research and Development (JRnD), 3(1), p. 24.

  • Bojamma, S., 2023. Steps in the Training and Development Process, Jakartha: Pyjama HR.
  • Work Human, 2023. Work Human. [Online] Available at: https://www.workhuman.com/blog/training-and-development-in-hrm/ [Accessed 1 August 2023].




Comments

  1. Although I agree that training and development play a vital part in HRM, I feel that employees should also consider their learning and development tools. Then only that organization will pursue success.

    ReplyDelete
  2. Training is an important part of HRM especially in talent management and you have laid out a sound process to perform effective training.

    ReplyDelete

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