The Function of Training and Development - Term Paper Example

Human Resource Table of Contents Introduction 3 Tools used in HR process 4 The Function of Training and Development 5 Conclusion 8 References 9 Bibliography 11 Introduction Humans are the valuable assets and are the most important for any organization. Human Resource is one of the indispensable functions of any organization for handling issues related to the employees and the workforce. In order to have better emphasis, the organizations also have dedicated departments for the human resource functions. Human Resource (HR) department focuses mainly on recruitment, compensation, communication, organizational designs and over all development of an employee. At the outset, HR formalizes organizational structure and then identifies skills necessary for each job profile in a company (skills may differ from company to company). In the next phase, it plans for training programs appropriate for the development of those skills and also formalizes the recruitment techniques. This is done mainly for the evaluation process. Evaluation the skills and benchmarking it according to industry standards are other important functions along with fixing the compensation based on skills. Training and development is an important function of HR department. Training manager’s duty is to oversee the training programs, the related budgets and contracts. They perform need assessment for identifying training needs and deliver the best means of training so that employees can develop along with organization. Training can be provided in various modes. It can be in classroom, onsite facilities, through films, computer laboratories, video conferencing or even instruction guides (Bureau of Labour Statistics, 2010). Tools used in HR process For the various HR related functionalities, certain tools are utilized. HR functions are basically subdivided into separate functions. Subdivisions of HR include training, recruitment, compensation and benefits, and personal administration. All this functions are mutually dependent functions (Bhatia, n.d.). Performance appraisals is a way to assist an individual to know his or her loopholes so that they can improve themselves and prepare themselves for future opportunities and challenges. For tackling any challenge certain skills are required, these skills are developed through “Training and Development” programs. Training & Development is a very vital part in HRM for making workforce efficient so that they can sustain the organisation from various downsizing difficulties and expansion processes. Training focuses on education, which primarily emphasise on learning new skills by employees with attitude and knowledge. Training mainly concentrates on providing skills necessary for initial performance whereas development concentrates on overall growth of an employee by broadening their horizon. The Function of Training and Development The method of training is based on orienting and developing employees, development of employee desired skills, safety training for preventing employees from accidents, providing technical and professional education, and also providing executive education and supervisory training. Training type depends on time, period and available finance. Instructor – led training allows participants to work first hand with the product where as On – the - Job training emphasises on acquisition of skills along with experience by the participants or the trainees. Again, there is computer - based training and this is conducted to make people learn in different geographical location at their convenient time with same materials. There are many ways formulated for development activities too, they are mentoring, management development, career counseling, supervisory development, and job training (Cherrington, 1995). The industry of training and development is changing very vast and employees under this function need to have wide range of knowledge regarding training and skills related to project management. Managers need to understand the core of training for benefiting its organization more effectively and in order to do so; they need to possess knowledge in varied subjects and disciplines. Changing demands of organization for efficient and effective workforce have put intense pressure on the department of Training & Development. The changing needs of the departments and other development requirements have made the job very demanding. In T&D department every staff need to have very wide knowledge and need to be very creative so that they can think of more creative way of providing facilities to their employees so that overall development of every employee becomes easier and organization can also reduce its cost as well as increase profit. Working of T&D department is becoming more critical because of fast evolution of new technologies, new projects and all round developments. It has made the work of T&D department quite challenging. In training out tasking is a method used by managers for reducing cost of organization in training process and focus on core process of business. Its duty also includes facilitating internal management for flexibly running all training programs (McGuire, 2005). Training and development in manufacturing sector is more emphasized on education level of labors and their technical training. Along with it, they also have to ensure if this learning helping organizational values or not. The workforce in manufacturing industries is basically uneducated or very less educated therefore to motivate them to learn, is a big challenge. Workforce demographics are also a matter of concern to T & D managers. Labour mobility is another big challenge faced by T & D managers’ which has proved to be the greatest obstacles in career development of employees and their enhancement. For solving all these issues, T & D department has adopted certain methodologies which include research methods where experienced HR leaders of T & D departments are interviewed, analysed and evaluated and then the solution comes out by brain storming of the HR managers. HRD in the industries of information technology also faces certain issues because of globalization. Globalization has brought MNCs into competition and competition has contributed to innovation and development of new technologies. The T & D managers’ duty is to keep employees in IT department updated with all new developments in all programming languages that the organization deals with. It requires continuous training and motivating of employees to learn. The T & D department has to arrange in-house training and also sometimes for certain projects, peoples are sent to abroad for training so that they can come and teach employees in home country. In the IT industry, the T & D manager’s job is not only limited to identify the need and providing appropriate training to them but it also includes incorporation of advance version of training methodology. In other words, they have to foresee future and anticipate the requirements and arrange training that can help in future so that organization can continue to be the industry leader (Articles Base, n.d.). Employees of financial institutions like that of banking and insurance needs wide knowledge about the organizational products. Training and development, in this type of industry, is to make them learn and aware about the techniques related to selling and marketing of financial instruments and knowledge about new products developed in market and new rules implemented by authorities and controlling institutions like World Bank and local rules too. On the flip side, there can be certain failures of the training and development managers and the department. The objectives are set by trainers rather than learners because of which T & D is unable to meet learners’ need along with organizational values and requirements. Its failure in identifying learners’ needs and also departmental inability in motivating learners can lead to wrong training and non – realization of the desired goals. It also faces failure to follow learning beyond course and events and achieve high return from training due to inefficiency and inexperience (Gold, 2009). Conclusion Human Resource is a department in every organization which deals with the employee related functions. Among the various sub – divisions within it, Training & Development is a department which acts as the major source for changing of the skill sets of the work force as and when required by the organisation. They provide overall training to every employee so that they can develop their initial need and also impart those skills which are not related to their job but will help them in their future development and dealings both personally as well as professionally. With fast changing technologies and requirements, the function of T & D department is becoming critical every day. Nowadays, the training professionals need to have wide variety of knowledge and creativity skills. Also, they need to have project management knowledge too. Role of T & D department depends on type of industry it is dealing with. The techniques it implements are different in every industry and for every individual. They face many challenges related to budget, time constraints and employee preference and motivation level. It can be said without much doubt that the function of Human Resource and the sub – function of Training and Development holds due importance in any organization. References Articles Base, No Date. Challenges faced by Human Resource Managers in the Era of Globalization. Home. [Online] Available at: http://www.articlesbase.com/human-resources-articles/challenges-faced-by-human-resource-managers-in-the-era-of-gloablization-995167.html [Accessed June 19, 2010]. Bhatia, T. No Date. Evolution of the HR Function: From a Business Function to a Strategy Partner. IVERTECH. [Online] Available at: http://software.ivertech.com/_ivertechArticle25559_EvolutionoftheHRFunctionFromaBusinessFunctiontoaStrategyPartner.html [Accessed June 17, 2010]. Bureau of Labor Statistics, 2010. Human Resource, Training, and Labor Relations Managers and Specialist. Occupational Outlook Handbook, 2010-11 Edition. [Online] Available at: http://www.bls.gov/oco/ocos021.htm [Accessed June 19, 2010]. Cherrington, 1995. Training and Development. Human Resource Management. [Online] Available at: http://www.answers.com/topic/human-resource-management [Accessed June 17, 2010]. Gold, J. 2009. Six Big Problems With Training and Development. RAPIDBI. [Online] Available at: http://rapidbi.com/management/six-big-problems-with-training-and-development/ [accessed June 19, 2010]. McGuire. G, 2005. Training Out-tasking to Overcome Corporate Learning Challenges. HR.Com. [Online] Available at: http://www.hr.com/SITEFORUM?&t=/Default/gateway&i=1116423256281&application=story&active=no&ParentID=1119278153408&StoryID=1119656600156&xref=http%3A//www.google.co.in/search%3Fhl%3Den%26client%3Dfirefox-a%26rls%3Dorg.mozilla%253Aen-US%253Aofficial%26q%3DHR++chalenges+training+and+development+site+%253A+edu%26aq%3Df%26aqi%3D%26aql%3D%26oq%3D%26gs_rfai%3D [Accessed June 17, 2010]. Bibliography Abdullah, H. Major Challenges to the Effective Management of Human Resource Training and Development Activities. The Journal of International Social Research. [Online] Available at: http://www.sosyalarastirmalar.com/cilt2/sayi8pdf/abdullah_haslinda1.pdf . Read More