Learning and development
1. Learning and development
Learning and development is important function of HR. Main purpose is to improve organization performance by increasing group and individual performance, skills and knowledge. Learning and development, often called training and development, This is a most important part of the HRM which creating organization’s talent management strategy and its designed to align group and individual goals and performance with the organization’s overall vision and goals.
A set of planned activities on the part of an organization to increase job knowledge and skills or to modify attitudes and social behavior to achieve specific ends which are related to particular job or role (Henderson, 2017).
On a practical level, individuals responsible for learning on his environment and development is being identified the skills gaps through SMART objectives, one-to-one interviews, performance appraisal ect, then finding appropriate training to fill these gaps. In order to get the result from the training and development programs, that should be properly planning and align the process. The following steps can be followed into a tailored training plan.
Identify Business Impact:
Design and develop the training programs to meet the company goals . Keeping business goals in focus ensures training and development helps to meet organization goals and objectives. This is not only about technical related task related and its important improve the quality level of the employee through the training to uplift the organization.
Analyze Skill Gaps:
This is more important part when setting the training to employee. How employee’s behaviors towards business goal and what is required to achieve organization objective and goals. its more important to identify the current level of the employee and expected level to meet company objective, in order to identify the current level can use self appraisal, Manager appraisal, performance evaluation and other methods.. through the training and development identified gap should bridge.
Figure 1:T & D STEPS
Layer Training Methods:
The most effective training programs use layered, sustainable learning activities to create performance improvement over time. A layered approach makes sure your program targets the essential employee, customer, and business needs while training the right people at the right time in the right way. A layered approach is the best of all worlds because it blends learning experiences and training methods that maximize the benefits of time and cost.
Evaluate Effectiveness and Sustain Gains:
There should be proper way to understand whether employee are using the training effectively as well as the trainings are helps to improve the knowledge/skill or expected quality of the employee. Not only that but also is very important to sustain and continue the improvement to meet organization objectives.
Most of the organization’s are very keen and investing on the area of training and development, high performing organizations today are recognizing the need to use best training and development practices to enhance their competitive advantage. Training and development is an important element of every business. Many studies have highlighted the clear links between well designed and strategic training and development initiatives and the bottom line within the business. The image of an industry and of individual employers is also influenced by the extent and quality of staff training and development.In today’s business climate where all industries are experiencing staff and skills shortages, companies are faced with stiff internal and external competition for quality employees. Each employer who invests seriously in the area of training and development will reap the benefits of an enriched working environment with higher levels of staff retention as well as increased productivity and performance. Training and Development Goals in an organizational development The types of training and development goals identified will depend on the personal and organizational objectives identified through the strategic planning process and the agreed appraisal procedure. In any event the goals shall, as a minimum standard, take account of the following.
• The mission
• The Values
• The strategic objectives of the college
• Equal Opportunities Policy
• Requirements for core competencies
• Continuing personal and professional development
• Requirements for professional and vocational qualification in further education
• Requirements for professional, vocational and workplace updating
• Requirements for organizational change
References
Mondy & Noe, 2005. Human Resource Management and Human Resource Management Skills. 9th ed. s.l.:s.n.
Scholar, D. P. C. M., 2014. Role of Training & Development in an. International Journal of Management and International Business Studies, Volume 4th, p. 219.
Sterz B., 2018. INVESTOPEDIA. [Online]
Available at: https://www.investopedia.com/retirement/keep-investing-after-you-retire/
[Accessed 27 10 2018].
Learning and development is important function of HR. Main purpose is to improve organization performance by increasing group and individual performance, skills and knowledge. Learning and development, often called training and development, This is a most important part of the HRM which creating organization’s talent management strategy and its designed to align group and individual goals and performance with the organization’s overall vision and goals.
A set of planned activities on the part of an organization to increase job knowledge and skills or to modify attitudes and social behavior to achieve specific ends which are related to particular job or role (Henderson, 2017).
On a practical level, individuals responsible for learning on his environment and development is being identified the skills gaps through SMART objectives, one-to-one interviews, performance appraisal ect, then finding appropriate training to fill these gaps. In order to get the result from the training and development programs, that should be properly planning and align the process. The following steps can be followed into a tailored training plan.
Identify Business Impact:
Design and develop the training programs to meet the company goals . Keeping business goals in focus ensures training and development helps to meet organization goals and objectives. This is not only about technical related task related and its important improve the quality level of the employee through the training to uplift the organization.
Analyze Skill Gaps:
This is more important part when setting the training to employee. How employee’s behaviors towards business goal and what is required to achieve organization objective and goals. its more important to identify the current level of the employee and expected level to meet company objective, in order to identify the current level can use self appraisal, Manager appraisal, performance evaluation and other methods.. through the training and development identified gap should bridge.
Figure 1:T & D STEPS
Layer Training Methods:
The most effective training programs use layered, sustainable learning activities to create performance improvement over time. A layered approach makes sure your program targets the essential employee, customer, and business needs while training the right people at the right time in the right way. A layered approach is the best of all worlds because it blends learning experiences and training methods that maximize the benefits of time and cost.
Evaluate Effectiveness and Sustain Gains:
There should be proper way to understand whether employee are using the training effectively as well as the trainings are helps to improve the knowledge/skill or expected quality of the employee. Not only that but also is very important to sustain and continue the improvement to meet organization objectives.
Most of the organization’s are very keen and investing on the area of training and development, high performing organizations today are recognizing the need to use best training and development practices to enhance their competitive advantage. Training and development is an important element of every business. Many studies have highlighted the clear links between well designed and strategic training and development initiatives and the bottom line within the business. The image of an industry and of individual employers is also influenced by the extent and quality of staff training and development.In today’s business climate where all industries are experiencing staff and skills shortages, companies are faced with stiff internal and external competition for quality employees. Each employer who invests seriously in the area of training and development will reap the benefits of an enriched working environment with higher levels of staff retention as well as increased productivity and performance. Training and Development Goals in an organizational development The types of training and development goals identified will depend on the personal and organizational objectives identified through the strategic planning process and the agreed appraisal procedure. In any event the goals shall, as a minimum standard, take account of the following.
• The mission
• The Values
• The strategic objectives of the college
• Equal Opportunities Policy
• Requirements for core competencies
• Continuing personal and professional development
• Requirements for professional and vocational qualification in further education
• Requirements for professional, vocational and workplace updating
• Requirements for organizational change
References
Mondy & Noe, 2005. Human Resource Management and Human Resource Management Skills. 9th ed. s.l.:s.n.
Scholar, D. P. C. M., 2014. Role of Training & Development in an. International Journal of Management and International Business Studies, Volume 4th, p. 219.
Sterz B., 2018. INVESTOPEDIA. [Online]
Available at: https://www.investopedia.com/retirement/keep-investing-after-you-retire/
[Accessed 27 10 2018].
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