TRAINING AND DEVELOPMENT IN WORKFORCE

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Introduction

Training and development are at the heart of an organization and it will effect continual growth and improvement of the Company. That will more effective to enhance knowledge and technical skills and developing attitudes of new and existing employees of the organization. Due to the competitiveness of economies and between the world companies, they are trying to increased Productivity, Sales and Quality of their products. Therefore, HR managers have a big challenge to train and develop their employees to the international competition in today's economy.

Training and Development Philosophy

A training and development philosophy expresses the beliefs of an organization on the role of training and development, its significance and how it should happen. It can be communicated in the accompanying terms:

• Learning and development plans and programmers should be integrated with and support the achievement of business and human resource strategies.
• Personal development processes provide the framework for individual and self-directed learning.

• Everyone in the organization should be encouraged and given the opportunity to learn to develop their skills and knowledge to the maximum of their capacity.

Training and Development Process

Training and development process incorporates an extensive variety of learning activities and in this way to build up an association with a strategic focus, it turns into a model of learning Corporation. With a specific end goal to keep up and sustain such associations, we require vital spotlight on the necessities of learning, both for the employer and the employee. Keeping in mind the end goal to make a win-win situation both for the employer and the employee, the business must think about the learner (the employee) as a vital investment for organization’s successful performance.

In these fact the business organizations, there is a direct connection between the organization’s mission and learning culture, benefits both the employer and the employee, highlighting the positive associations of Learning, motivation and organizational performance. Therefore to training and development process requires an environment that supports growth for individual capability and experience and, at the same time, increases business performance. 

According to Lyles et al (1993), strategic formalization of training facilitates organizations to analyze and carry out effective internal and external scanning of their work environments. As well as Poole and Jenkins said (1996) clearly defined vision/mission statements and organizational strategies are part of the strategic planning process which contributes towards the development of specific functional strategies needed to achieve business objectives. Hence strategy formulation is important in the development of HR strategies needed to attract and retain the human capital required for gaining competitive advantage.

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Training and Development & HR Managers

Training and development is a necessary factor to advance the current trends and new business challenges. In this context, human managers have an important role to play in training and developing the workforce in their organization. Human Resource Managers should decide who should be trained and what aspects of training. This well-trained workforce can be a lot easier to achieve final goals of the company. 

References

 

Armstrong, M. Armstrong's Handbook of Human Resource Management Practice 11th edition,  London: Kogan Page.

Lyles, M., Baird, I., Orris, B., and Kuratko, D. (1993), ‘Formalized Planning in Small

Business: Increasing Strategic Choices,’ Journal of Small Business Management.

Poole, M., and Jenkins, G. (1996), ‘Competitiveness and Human Resource

Management Policies,’ Journal of General Management.