Training and Development Issues - Essay Example

Training & Development Introduction Presently, Human Resource Management (HRM) is considered as an important aspect of the organizations. It has become the centre stage of the organization which helps in utilizing the organization capabilities and resources. Strategic HRM initiatives have helped in fulfilling the employee expectation and needs. It is regarded that the contemporary Human Resource (HR) manager needs to double their efforts to achieve the organizational goals and objectives and also satisfy the employee requirements (Sims, 2006). The main focus of HRM activities would be focused on working with others and to coordinate the employees with the organizational goals (Martin, 2008). HRM professionals spend a considerable time in improving areas like recruitment, selection, training, development, compensation and benefits (Strategic Synergy, 2011). Some of the main objectives of the HR management would be attainment of specific goals and objectives within stipulated time frame. The objective of the study would be to highlight the relevance of training and development in Strategic Human Resource Management (SHRM) and in the contemporary business practices. The author of the study would also be focusing on the various aspects of training and development. The implementation techniques and the impact of training and development tools would be also highlighted in this study. Finally, the study would also conclude with recommendation that can improve the contemporary human resource practices in the companies. Human Resource Management HR includes various aspects like training, development, compensation, hiring and selection etc. The importance of SHRM has increased with the realization that the business activities can be integrated closely with managerial planning and decision making. Increasingly, the business activities have to be associated largely with strategic business decision that has been formulated. A strategic decision needs to be formulated with closer integration of human resource activities will lead to accomplishment of goals and objectives. An essential part of HR would be the HR planning which would include meeting the staffing requirements and needs that result in changing dynamic business environment. The HR planning process would include forecasting the needs and developing programs to ensure that the right program for the right number of people is designed. Once the HR needs are determined the HR manager needs to look after the staffing requirements. The staffing requirement is a set of complex activities and includes recruiting applicants, selecting and screening the most potential candidates. The main objective of staffing process would be to locate and acquire the human resources which are necessary to fulfil the organizational requirements and plans. The entire staffing process would include a series of activities which results in continuous staffing of organization positions at all levels. The entire staffing process would include a flow of human resources and other activities. After staffing, recruitment becomes an integral process that includes attracting individuals for the required organizational post. Recruitment is affected by political, social, cultural and other factors and requires sufficient tools and techniques. Selection is an important activity and is considered an effective recruitment programme which provides numerous job applications and placement orientation. Firstly, in the initial screening process the steps are tough and if the recruitment process is carried out systematically then the entire process turns out to be successful. The selection process is one of the most crucial processes of the HR management and SHRM. The training and development programs would require the assessment of training needs and analysis, content design, implementation and post training effectiveness. The trainees should implement the map competency modelling technique which will help in evaluating the training needs and designing training programs (Duggan, 2013). Training and development would also require creation of evaluation format by using the single or multi degree analysis. A proper training and analysis program would require context, user, work, content, cost benefit and training suitability analysis. The need assessment techniques would require utilization of methods like direct observation, questionnaire, and review of literature, interviews and focus groups. The training delivery process requires the identification of trainer needs and requirements (Bhatia, 2008). It would also involve the design of well managed training details and thorough relevant materials. Training &Development Most of the employees look at the chance of developing and grabbing opportunities as they seek employment. To facilitate employee progression most of the companies spent a substantial amount of money on training and development purposes. Training focuses on improvement of the process of existing jobs and development focuses on the future jobs. The procedures for training and development lay emphasis on construction, delivering and evaluating the HR development programs. Training and development lays special emphasis on the implementation of strategies in most of the business areas and other strategic decisions which are significant to the human resources of the organization. Training is a wholesome educational process in which the employees can evolve and learn continuously, relearn and reinforce the existing knowledge and skills (Salvi, 2013). Effective training process would help in thinking and considering the new work options which can help in improving the effectiveness at work. Effective training programs would help in conveying relevant and useful information that would help in informing participants and helps in developing skills and behaviour that can be transferred to workplace. Training is also referred to skill development options and help in presentation of specific actions and commitments that develop the skills of the employees. Organization development is processes which help in building capacity and sustain a few desired states that benefit the entire organization on the whole. This will help in examining the current environment and also identify the strategies that will help in rectifying the errors and improving the existing process. Training and development helps in ensuring that randomness is reduced learning or behavioural change that takes place in a well defined structured format. Training functions will enable the company to run differently in a most structured format and how they can contribute to organizational success. However, traditional concepts and techniques are not applicable to the modern day business environment because of the changing market dynamics. Training and development improves the thinking ability of the employees which helps in laying emphasis on the reinvention and re engineering process of the organization. The training of Human Resource Development (HRD) is highly sophisticated and allows the employees to imbibe innovative capabilities which can bring about dramatic changes in the environment. Training and development programs decide the future of the organization to a large extent and helps in stemming out training solutions which help in the enhancement of skill development of training personnel. It does not necessarily require the investment of technology which can improve the training functions and the entire training systems to solve all kinds of managerial problems and situations. Training is a systematic process which will help in changing the knowledge, skills and behaviour of employees and to improve their performance. An effective training system will help in transfer knowledge of skills and performance of employees. Firstly, an effective training system will help in assessing the requirements and also developing a technique which helps in assessing the requirements of the employees. Training is one of the most essential constituents of HR which requires the link of HR activities with the performance appraisal and other related activities. Training is largely associated with enhancement of knowledge and sharpening of skills of the employees. There are various points in a career trajectory where problems can occur, from recruitment, through training and mentorship, to promotion and retention. Recruitment can be particularly difficult because a new employee is an unknown factor. Training and development has various facets of learning out of which social and experiential learning are very popular in corporate organizations. Experiential learning takes place through learning and they enable in creation of environment that helps the employees in think and act in a way that improves the experiences (Sandelands, 2000). Social learning helps in effective learning which requires social interactions and communities of practices, group work and learning. Training and development would be successful only if there is successful selection of personnel by choosing the right person for the right place for the right job. HRD training through systematic intervention and will help them in reducing the performance gap and make them proficient. The component of various developments may be also included in the process. For the accomplishment of goals and task of enhancing knowledge and skills is required at collective and individual levels. Training and development programs should be able to bring suitable changes in the attitude of the employees and should be able to develop unique synthesis between the improvement of individual’s competencies and the promotion of organizational objectives. Training can be termed as the systematic development of the process which helps in facilitating knowledge and skills process required by an individual to work subsequently for a given job and task (Ryding and Monk, 2009). It can also be referred to as the planned process which helps in modification of attitude, skill behaviour and knowledge through learning experience to achieve efficient performance in a series of activity (Cabrera, 2009).The purpose in the work situation is to be able to develop the abilities and capabilities of an individual and also to satisfy the current and the future organizational and employee needs. Training and development helps in improving the overall performance of the organization. The word performance is interwoven between training and development facilities. Training & Development Intervention Techniques After the needs and wants of the employees have been assessed it is necessary to identify the suitable training and development intervention techniques which would suit the organizational environment. The context analysis would help in identification of organizational needs and timings of the training. The user analysis would help in determining the attitude and mental strength of the participants and the instructors. The work analysis would help in the analysis of the tasks being executed smoothly and content analysis would help in data and document protection. The training and suitability test would require the analysis of whether training is a desired solution or not. The cost benefit analysis would include the analysis of the return on the investment on the costs incurred on training and development programs. The most common forms of training and development methods are cognitive and behavioural methods (Silber, 2002). Cognitive methods of training would include methods which were theoretical in nature and provide rules which are methodical nature and provide written, verbal information and demonstrate relationships about basic HR concepts. The method of cognitive approaches will include lectures, demonstrations, computer based training (CBT) etc. The cognitive approaches have the potentiality of overcoming several limitations like it helps in facilitating proper and structured information format. This method also leads to longer training sessions and design of well crafted training syllabus (Training Toolkit, 2006). The cognitive approaches would include the implementation of well suitable tools which is required for training and development purposes. Although, the cognitive approach is not a complete replacement for behavioural based design practices it helps in making learning effective and transferable. The pure behavioural cognitive approach will not lay emphasis on oversimplification and would require the articulation of theoretical models. The basic objective of training and development model would be to develop instructional designs such as rapid prototyping and automated design system (Wilson, Jonassen and Cole, n.d.). The training models would be surveyed based on cognitive learning principles and apprenticeship programs. Training and development would be viewed as something done apart from the providing knowledge it would be regarded as a program which has the ability to sharpen interpersonal skills. The basic focus of CBT would be to impart training to employees through internet without face to face interaction. It does not require a human trainer and helps in reduction of costs of training, increases the access to learning and allows the trainees to master the learning quickly. Lectures are also considered an important method of training which helps in facilitating knowledge among employees and also can be arranged at lower costs. Rapid prototyping is usually relevant to all kinds of training projects and is considered valuable which is required for test matching and prototyping would also include the transfer of cultural knowledge (Wilson, Jonassen and Cole, n.d.). The design of rapid prototyping would include development of projects on a larger scale. Rapid prototyping would also include the development of technologies at lower costs and which permits unconscious competence and gaining competitive advantage over its competitors. The trainers have to develop programs according to the different kinds of knowledge like declarative and procedural knowledge. There are various components of declarative knowledge which include concepts, facts, principles and mental models. Procedural knowledge has the ability to compose together a series of mental and physical activities to achieve a goal and also solve problems. The test conducted in the training programs would help in conducting a performance analysis which helps in assessing techniques which precedes any developmental activities and design by analyzing the performance. There are various training and development programs which help in reducing the pressure and solving the problem in personal lives of the employees. These kinds of training and development programs focus on topics like lifestyle, stress, stress cycle and habits of the employees. The main objective of training program would be to develop a training program which would highlight the basic necessities like operation with a philosophical orientation, recognize a diversity of trainers, provide opportunities to challenge learning interactions and foster critical reflections (Korte, 2006). The basic training advantage of a training program would be to impart knowledge in a cost effective ways and methods. Various training programs would require the trainers to adopt various approaches like prescriptive, confronting, cathartic, supportive and catalytic roles. Prescriptive roles helps in offering advice and direction to employees in personal and professional matters, confronting roles helps in challenging members of the team on topics like evolving relationships, existing process etc. Cathartic roles help in addressing the undercurrent and catalytic roles helps in providing a structure to framework. The behavioural training method is basically is adopted by marketing companies which focus on imparting practical training to the employees. The behavioural method lays emphasis on imparting skill development training to employees. The various forms of behavioural training would include techniques like business games, role plays, in basket techniques, equipment stimulators and case studies. Case studies and role plays helps in imparting training skills and helps in learning from the mistake learnt in the past. Conclusion Organization facilitated learning would help the managers to focus on key requirements and issues which are a hindrance in the existing work process. Training courses would help in adding values to the work and provides an opportunity to employees to develop their skills (Anon., 2010). An organization would encourage a congenial learning culture by ensuring a proper reward system by recognizing that employee who are valuable and worthy (UNODC, 2003). Training and development mechanism would help in adding value to the qualification of the employees. Training and development intervention techniques have evolved overtime and require sufficient investment from the management of the company. It helps in improving the overall existing procedures and system of the organization and also helps in improving the organizational development. 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