Training and Development in Human Resource Management - Essay Example

Training and Development in HRM xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx Name Xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx Course Xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx Instructor Xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx Date INTRODUCTION In organizations, training program is a very critical component in any effective organization. Organizations that are administering this program ensure that the employees are able to convey their knowledge to their respective work performance. It is already recognized that the correct mix of skills, knowledge and behaviors, assist an employee to perform work successfully. For an organization to achieve this, it has to select proper personnel, that is, get the right person to perform the job. For an organization to achieve and maintain its overall performance, training has to be enhanced and lead to enhancement of skills and professional knowledge at collective levels. Training should equip the employees to react appropriately to the various emerging challenges. Besides, it will bring positive change in attitudes and create a unique synthesis between promoting organizational objectives and improvement of the employees’ competency This will help in bridging the performance task and therefore, make the employees more proficient (Melvin & Carol 2006a). Training may be defined as the systematic progress of the knowledge, attitudes and skills that an individual requires to perform efficiently a given job. The main purpose is to develop individual s’ ability in work situation and effectively satisfy the present and future manpower requirements of the organization. An organization should design a training evaluation that will assist to improve the of organization performance for its continuity (Smith & Ragan 1999). Systematic Approach of Training and Development Systematic approach of training has several components which are related. These may be defined as phases of training program. These may be defined as phases of training program. For the training program to be effective the phases should be put into practice. Thus, the company will meet its objectives. Assessment phase Assessment phase is one of the major components of training program. It may be carried out in three ways: organization variables, task and person. In organization variables, assessment may be done to in order to measure the organization performance in its operations. For example, incase of decreasing of sales products, the organization may need to assess the situation and therefore, able to come up with objectives that will assist in reducing the downfall of the product. In this case, the training program will mainly involve the product department (Melvin & Carol 2006b) Quality control is one good example of training activities which can be done to advance organization’s present performance, such as to solve rising problem in quality, which may have resulted in rejected products. This is very vital as persistence of this problem may lead to the decline of organization performance including its credibility and integrity. In task analysis, it mainly involves discovery of what the employee does on the task rather than what the employee should know to perform the task. A task may be defined as a conduct performed on the occupation. The initial step in job analysis is the drawing of an initial job list. It is then followed by verification of the list. The data collected is then consolidated after being refined. The final stage is to identify precise tasks that need training. Job analysis describes the major measurable and observable behaviors that are implicated in the performance of a task. It may be defined as the compilation and organization of all data that give description of tasks and duties and behavior that clearly define the job (Robert 2003). Basically it involves systematic procedure of identifying tasks or job to be trained together with a well thorough detailed analysis of every task in relation to importance, difficulty and frequency. Person assessment involves the job specification of every employee. The assessment is also inclusive of employees’ skills, knowledge and abilities, performance appraisal. This is important as it will be considered in the development of the training programs. When training programs are identified and assessed, it will be create way for formulation of aims and objectives. This is important as aims will link training needs to training design. Training design is a vital constituent of systematic approach to training (Robert 2003). While designing, dynamic participation of the individuals at different levels should be enlisted. In fact, it is advisable to consult training experts. The major reason for assessment is to be able to create a program that is tailored to the specific responsibilities, roles and duties of all trainees in a specific group. To come up with a program, data is collected from the job performance records. The analysis will result to a comprehensive list of performance and tasks of individuals prior to training. Activity Activity phase is that phase at which the instructor does execute the given instructions. It should be carried out efficiently and effectively so that the objectives are met. Rehearsals are encouraged in order to bring the training to a success. This is because the success of any training is as a result of the work that was done to prepare it. The trainees should fully participate in any activity that is in the program. The trainer has a variety of activities to select from. A mixture of these activities should be encouraged so as to suit the every training program. Examples of the training activities include: discussion, business games, brain storming, learning and case study (Melvin 2006) In order to design a training program the material needed for this activity are considered, presentation which may be PowerPoint, classroom depending on the ability of the organization requirements. Location of the training is a major factor to consider which may be indoors or otherwise. The activity should also consider the trainees. Evaluation The evaluation is very critical in a training program of an organization. Most evaluation is carried to assess the training program in order to advance training delivery. However, information should be collected so that the performance in business is improved in an organization (Wendy 2002). Evaluation methods are determined based on the specific goals and objectives of the training. This includes the department involved in training, business units and employees. It is also important that the trainees should evaluate themselves. A “Test Your Ability” exercise can be administered to individual trainees. Typed questions are given to the trainees and answered at specific time. After that, the sheets with correct answers are givens so that the trainees will be able to assess the performances. In reaction learning, different model may be used to evaluate the training. This include single, double and multiple loops. In single loop, the organization will adjust its operation according to the dissimilarity between the outcome and expected results. Double loop in an organization involves questioning of the outcome of the results (Smith & Ragan 1999) It occurs when the behavior or action of the trainee have viewed or modified. Multiple loops include questioning of task process and the foundation for work in an organization. In addition, trainees’ point of view and attitude is evaluated. Behavior change is another way to evaluate. For example, a salesperson in Hongkong who was rude before the training would change and be nice person. Return on Investment (ROI) is a gauge of the financial benefits by any organization over a given time. It is used to evaluate the degree to which the returns have been achieved. Calculation is done by getting measurements of the total costs and remuneration related to the training program (Wendy 2002). The information obtained is then applied to improve the performance of an organization. The training evaluation will therefore, provide information required for the continuity of the organization. Ways of improving training and development within organization In order to understand on how HRM can improve on training within organizations, HRs’ need to identify what kind of activities related to training are needed to improve company performance. It is due to such needs that Lynton (2000) asserts that, organization should realize that HR functioning is considered to be changing with time thus changing the relationship which exists between training and HR functions. Training is continuously becoming an activity which is equally important with various functions within HR function. Lynton (2000) asserts that, days when training was considered to be futile and a waste of resources and time is gone, organizations should realize that training should be used as an investment as all departments within an organization depends highly on training for their basic survival. Further, importance of training should be seen as a vital tool in enabling effectiveness performance within human resource management. Actually, within organizations, training provide the desired opportunity where there is raising of companies profile development activities (Lynton 2000). Hollen (2000) asserts that, quality control is an organizational important part of attracting good and proper performance. It is therefore important to introduce training especially one that is based on quality control. Here, techniques, work related skills and knowledge is gathered enabling employees improve on their products and services quality. Quality control training and development assists the employees in systematic monitoring and evaluation of products thus avoiding scenarios where customers reject goods. Quality control training can be linked to the three systematic approaches to training. Arguably, training is considered to be the most effective when it is widely planned by way of assessing, developing activity and evaluating in a designed systematic way. An organization which engages in unplanned, haphazard and uncoordinated training effort, it is observable that expected learning result greatly reduces. Based on assessment, organizational human resource management uses assessment as a way of determining training needs and identifying training objectives (Noe 2002). Within an organization, it is very essential for HRM to understand that training efforts should at all time meet aim at meeting both organizational objectives which are consider to be long term and those of employees which are considered to be short term (Hollen 2000). Training assessment assist companies in understanding whether the desired training is needed and if it is needed where exactly is it needed. Systematic approach ensures that HRM within an organization is able to identify various training gaps within the organization thus enabling it to easily design the most appropriate training program. Further, assessment improves company training in that needs are identified. Kirkpatrick (1998) maintains that, HRM should realize that by using a systematic approach in training especially assessment assists in organizational analysis. Here, company is able to improve its training in that objectives are noted down so as to ensure that resources are highly utilized. Proper utilization of resources improves training in that stated objectives are achieved in relation to its interaction with that business environment. Using systematic approach to training usually describes ongoing efforts within an organization as a way of improving performance resulting from self fulfillment in their employees. According to Lynton (2000), as a way of improving training within organization, training should be seen as an integral element within human resource management strategy. Using systematic approach to training ensures that employees are able to promote growth through effective acquisition of highly skilled work force. Indeed, continuity in employees’ improvement of skills ensures that there is recognition of vital factors within training thus establishing long term profitability and success (Kirkpatrick 1998). There are various ways in which an organization can adapt in order to improve training programs which are usually related to organizational needs. First and foremost, companies should ensure that commitment of level of employees is increased. This can be achieved by way of increasing quality in service operations. Further, careful planning in HRM concepts develops greater emphasis on companies’ employee development by way of long term education (Fulmer 2003). By so doing HRM will be using training as a tool of controlling attrition rate since it will be used to motivate employees in achieving both their personal and professional goals thus increase in level of job satisfaction. In this era of tough competition and changing business environment, companies should invest more in widening role of HRM in training (Fulmer 2003). High competition within business environment requires HR roles to actively incorporate wide involvement towards employee education. Involvement by HRM in employees’ education gives employee more motivation thus they commit themselves with much ease. Introduction of rewards to those employees who improve performance is another important factor of establishing better systematic approach of activity during training .These rewards are also highly associated to self worth and self esteem within employees. In addition to rewards, HRM should provided both pre-employment market oriented skills and post employment support as a way of advancing training and education especially with today growth of technology. Using systematic approach to training ensures that employees are able to promote growth through effective acquisition of highly skilled work force. Indeed, continuity in employees’ improvement of skills ensures that there is recognition of vital factors within training thus establishing long term profitability and success. Chapman, D (2006) asserts that, HRM should realize that in order to remain competitive, it is their key responsibility to ensure that through training employees will remain within the organization. It’s their duty to ensure that training is considered to be a vital development and should be taken seriously. So as to improve on training, organizations requires companies should invest on it highly which as a result, it is able to always stay ahead of its competitors thus excelling in its endeavor. Organizational needs are met when employees especially those who are new are trained so as to adapt easily in their new jobs which result to maturity within this same organization. High levels of coordination in employee training ensure effectiveness in company performance. It is essential for training to be accompanied by evaluation. There are five main purposes of evaluation after training namely feedback, research, control, power and intervention. Chapman & Webster (2006) asserts that, feedback ensures that an organization is able to understand employees’ objectives and their learning objectives. On the other hand research assists in ascertaining relationship between transfer of knowledge, training and acquire substantial knowledge. By control, an organization is able to know where training program can be controlled because if perceived training is not effective then proper measures can be incorporated to improve on effectiveness. Finally, by use of intervention an organization is able to determine whether the obtained outcomes are aligned with expected outcomes. Evaluation can be by way of observation, questionnaire, interview, self diaries and self recording of specific incidents. Conclusion In conclusion, it is important for organizations to understand that they should engage in developing training plans that are in line with their objectives. Training plans should be considered to be essential towards assisting organization to achieve their goals by way of enabling all employees to be more accepted thus building on strong correlations between investment in training and organizational success. At present, organizations are supposed to understand the importance of using an approach of planned training towards the creation of a competitive advantage, staff motivation, recruitment, selection and retention. Organizations should engage in training evaluation after every training program as a way of checking if that specific training has enabled employees implement what they have learnt in their work stations or to their daily work routine. References Chapman, D. & Webster, J. 2006, ‘Integrating applicant reactions into the critical contact framework of recruiting’, International Journal of Human Resource Management, 17:1032–57. Fulmer, I, Gerhart, B. & Scott, K.S. 2003, ‘Are the 100 best better? An empirical investigation of the relationship between being a “great place to work” and firm performance’,Personnel Psychology, 56: 965–93. Hollen, J. 2000. Human resource management: Gaining a competitive advantage. Boston: McGrawHill Kirkpatrick, D. 1998, Evaluating training programs: the four levels. San Francisco: Berrette Koehler Lynton, R. 2000, Human resource development hand book. UK: Kogan Page Ltd Melvin, L & Carol, A. 2006. Active Training. New York: John Wiley &Sons, Inc Melvin, L & Carol, A. 2006. The Theory and Practice of Training. London: Replica Press Pvt Ltd. Melvin, L. 2006, Training the active training way: 8 strategies to spark learning and change. New York: John Wiley &Sons, Inc Noe, R. 2002. Employee training and development. N.Y: McGraw Hill Robert, W. 2003, Creative learning techniques handbook: tips, tactics, and how-to’s for delivering effective training. Canada: HRD Press, Inc Smith, P.L. and Ragan, T.J. 1999. Instructional Design. New York: John Wiley&Sons,Inc. Wendy, F. 2002. Designing an effective training evaluation process. Boston: McGraw Read More