Human Resource Management Training and Development
A major function of the human resource department of every organization is training and development. Training is an aspect that involves teaching and instructing employees on the technical part of their jobs. Employees can be trained on the use of specific machines and skills needed to scale through the job.
They can also be trained on processes and tasks that improve efficiency. Development, on the other hand, is more related to managerial positions. It is the employees' growth, in terms of education as in a holistic manner towards managerial positions. The human resource department's role in development is related to adaptability, insights, leadership, attitudes, and human relations.
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Types of training and development programs
Training and development programmes are designed according to the peculiarities of the organization. Thus, they differ across organizations. Factors that influence training programmes are the type, skills, and job profile of the employee and the goals of the training. Generally, training and development programmes are divided into two main groups: off-the-job programmes and on-the-job programmes. Organizations apply different training methods for their employees, who could be skilled operators and workers, and supervisory and managerial staff. For skilled operators and workers, the common training methods are internship training, live demo technical training, on-the-job rotation training, and general on-the-job training.
For supervisory and managerial staff, the common digital training methods are group discussions, conferences, case studies, lectures, and role-playing.
Peculiar training methods could be used to train managerial staff. The methods are typically targeted at specific skills. They include management games, which are aimed at decision-making skills; sensitivity training aimed at human relations, understanding and influencing employee behaviour; programmes aimed at identifying potential executives; simulation and role-playing, as well as programmes aimed at human relations and managerial skills.
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Training programmes for employees in different organizations could also be under any of the following categories:
Quality training: This type of training is typically carried out by organizations in the manufacturing sector. The programme focuses on teaching employees to identify faulty and substandard goods to maintain production quality.
Soft skills training: These programmes focus on soft skills, such as communication skills and personality development.
Skills training: Skills training programmes are focused on the acquisition of the skills needed for a peculiar role.
Team training: Team members can undergo training aimed to improve teamwork and the overall efficiency of the team.
Technical training: These programmes focus on the technical aspects of the job. During such programmes, employees are trained to use peculiar technologies or products.
Professional training: Professional training aims to equip employees in ever-evolving industries and to change with the latest knowledge and skills. These training programmes are seen in industries and sectors such as medicine and research.
Importance of training
Digital training equips employees with the required knowledge and skills. Thus, with training, the quantity and quality of a workforce can be improved.
With digital training, staff become more efficient and can achieve their goals in shorter periods.
Trained staff require reduced oversight and can work better under minimal supervision.
Trained staff are more efficient than untrained staff.
During Digital training, highly skilled and motivated employees can be identified and noted for managerial and leadership positions.
Digital Training improves the morale and job satisfaction level of employees.
Importance of development
Encourages long-term growth of the organization towards its goals.
Since development focuses on managerial and general leadership capacity and goals, it ensures that, at every time, the organization has staff trained and prepared to take up available managerial positions.
The managerial and leadership skills that are well established during development activities can be applied in routine activities to improve the organization's efficiency.
With routine development activities, employees are exposed to the highest standards and practices of their fields. Highly skilled professionals are churned out in the process.
Finally, the importance of training and development in every organization cannot be overemphasized. With these two, businesses will always have the best hands and minds to handle a wide variety of tasks.