Training and development are a vital part of human resource development. It is assuming an ever-important role in wake of the advancement of technology which has resulted in ever-increasing competition, a rise in customer’s expectation of quality and service, and a subsequent need to lower costs. It has also become more important globally in order to prepare workers for new jobs. The objective of this Training is to enhance employees’ skills behavior and expertise by putting them into learning new techniques of doing work. Training and Development help in updating employees’ skills and knowledge for performing a job which in the end results in increasing their work efficiency and increase the productivity of an organization.
With this new normal way of working from home, there is a need to have an HRIS system to aid training. With the document module in Adaptive HRIS, you can share any relevant document with employees to be reading and studying. Training and Development start from READING. As an HR manager, you can whet the appetite of your employees on the need for training and development by engaging them with relevant documents or articles in relation to the company’s goals. All these are forms of training which gradually develop the employee to yield maximum results in their various fields.
In Japan for example, with an increasing number of women joining traditionally male jobs, training is required not only to impart necessary job skills but also for preparing them for physically demanding jobs. They are trained in everything from sexual harassment policies to the necessary job skills.
The need for Training and Development
Before we say that technology is responsible for the increased need for training inputs to employees, it is important to understand that there are other factors too that contribute to the latter. Training is also necessary for the individual development and progress of the employee, which motivates him to work for a certain organization apart from just money. We also require training to update employees of the market trends, the change in the employment policies and other things. The following are the two biggest factors that contribute to the increased need for training and development in organizations:
Change: The training and development activity is required when the company revises its objectives and goal to adjust to the changing market conditions. The word change encapsulates almost everything. It is one of the biggest factors that contribute to the need for training and development. There is in fact a direct relationship between the two. Change leads to the need for training and development and training and development leads to individual and organizational change, and the cycle goes on and on. More specifically it is the technology that is driving the need; changing the way how businesses function, compete and deliver.
Development: It is again one of the strong reasons for training and development becoming all the more important. Money is not the sole motivator at work and this is especially very true for the 21st century. People who work with organizations seek more than just employment out of their work; they look at holistic development of self. Spirituality and self-awareness for example are gaining momentum the world over. People seek happiness at jobs which may not be possible unless an individual is aware of the self. At ford, for example, an individual can enroll himself/herself in a course on ‘self-awareness’, which apparently seems inconsequential to one’s performance at work but contributes to the spiritual wellbeing of an individual which is all the more important.
The critical question however remains the implications and the contribution of training and development to the bottom line of organizations performance. To assume a leadership position in the market space, an organization will need to emphasize the kind of programs they use to improvise performance and productivity and not just how much they simply spend on learning.