Training and Development: An essential HR function
Training is a necessary aspect of the development of the organization’s human resources. To achieve its purpose, training must be effectively managed so that the right training is given to the right person, in the proper form, at the right time and the correct cost. Some organizations look at training and development as an integral part of a human resource development activity.
So what is training and development? Training and development are essential for gaining a competitive edge. It is an organized activity to increase the knowledge and skills of the people for a definite purpose. In other words, the trainee/employees get to acquire technical knowledge, skills, and problem-solving ability by undergoing the training program. The word ‘training’ consists of eight letters, to each of which could be attributed to some meanings in the following manner:
T: Talent and Tenacity for a definite determination;
R: Reinforced into memory;
I: Interest level;
N: New things to learn;
I: Intensity to acquire knowledge;
N: Nurturing of talent;
G: Grip over the situation.
Why is training essential in an organization? The objective of the training is to obtain the knowledge of employees need to perform their jobs. The further and foremost step in the training process is the analysis of training needs. This can be done at the organizational, group, and individual levels. To generate the objective analysis, an information base is required of the jobs, skills, knowledge, and attitudes employees need to perform their duties. Training needs may be analyzed by the following assessment methods: Observation, Study of the job description, Performance appraisals, and Self-assessment.
Once the trainer has decided upon the Training method, he can draw from various training methods, one that will be most suitable for the particular topic, approach, and the group of the trainees. The Training methods are grouped into On-Job Training and Off-Job Training.
There are multiple advantages of training methods like it requires no extra spacing and attention, it is convenient, and they can receive instructions in the Industry on the job. Although there are some disadvantages as it requires expensive equipment’s and workspace and time is tied up, high wastage, sometimes trainees will be under pressure. The different types of on-job training are Induction, orientation training, Job-instruction training, Apprentice training, Internship; one can conduct job rotation, coaching, etc. And off-job training includes Lectures, particular study, films/Television, conference, case study, role play, simulation, business games, etc.
Training, like any other organizational endeavor, requires time, energy, and money. Therefore, the corporate needs to know whether their investment in training is being spent effectively and if it is worth the effort. And thus the evaluation of the training is a must. The top management may be primarily concerned with the assessment as a process by which the effectiveness of the organization’s programs and operating procedures may be demonstrated. Supervisors may be more concerned with evaluating the specific results of the training as measured by changes in worker’s on-Job performance.
People Venture is a leading Recruitment Firm. From the past decades, we are devoted to helping MNC, and Corporates. We provide services such as Executive Search, training and development, talent acquisition, talent management, psychometric assessment, setting up HR department, time management, soft skills training, resume writing services, etc.