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Training and development is a critical practice in the HRM process because the purpose of strategic HRM is to help an organization achieve its goals and objectives through people. Therefore, training and development should help improve organizational competencies and performance. Other reasons that necessitate continuous training and development are the aging workforce and globalization of organizations. Some employers do not see the benefit of employee training due to costs, time, and money. However, the Society for Human Resource Management (2015) states that employee development is recognized as a strategic tool for an organization’s growth, productivity, and ability to retain valuable employees.

If an employee is untrained or undertrained, the quality of work and performance is likely lower than the employee’s potential, which may cost the organization time and money. There are five steps in the training process: (1) assessment, (2) design, (3) development, (4) delivery, and (5) evaluation. In the first step, a training needs assessment is conducted at both organizational and individual levels to identify any gaps between current and required competencies (O’Connor, 2006).

In step 2, training design involves determining training goals dependent on employees’ current capabilities and future needs. Training development, the third step, focuses on content and resources necessary to meet the training’s goals and objectives. The fourth step addresses training delivery, focusing on methods and logistics. Finally, step 5 entails training evaluation, where the organization assesses whether training met the designed needs and objectives.

There are cost-effective alternatives for employers to provide training, especially with the rise of online training. In-house training is a prominent example of this. Overall, the main purpose of training and development is to enhance employees’ skills, allowing them to perform their jobs more efficiently and effectively. The ultimate result of effective training and development includes increased motivation, performance quality, productivity, and engagement (Youssef-Morgan, 2015).

Paper For Above Instructions

Effective training and development practices are essential components of human resource management (HRM), aimed at enhancing employee performance and organizational competitiveness. This paper examines the significance of training and development, the steps involved in the training process, and the advantages of continuous employee development.

The Importance of Training and Development

Training and development serve as strategic tools that facilitate an organization’s achievement of its objectives through a skilled workforce. According to Youssef-Morgan (2015), strategic HRM's purpose centers around optimizing the potential of human resources to drive organizational success. Continuous training is necessary not only due to the aging workforce but also due to globalization, which demands that employees adapt to rapidly changing market conditions and skills requirements.

The Society for Human Resource Management (2015) emphasizes that employee development leads to improved organizational growth, productivity, and retention of valuable employees. Organizations that invest in training are likely to experience higher performance levels, driven by well-trained and engaged employees who are capable of meeting organizational expectations.

Understanding the Training Process

The training process consists of five fundamental steps: assessment, design, development, delivery, and evaluation. Each step plays a critical role in ensuring that training initiatives align with the organization’s goals:

  • Assessment: This initial stage involves identifying training needs through a thorough evaluation at both organizational and individual levels. Determining gaps in existing competencies is essential for tailoring training programs effectively (O’Connor, 2006).

  • Design: Once needs are assessed, the next step involves designing the training program, which includes setting training goals based on current capabilities and future skill requirements. This step ensures that the training content is relevant and targeted.

  • Development: In this phase, the actual training materials and content are created. This development process seeks to ensure that resources are available to meet the set training goals.

  • Delivery: This step focuses on implementing the training through appropriate methods, such as workshops, seminars, or e-learning platforms. Effective delivery is vital for maximizing participant engagement and knowledge retention.

  • Evaluation: The final step assesses the training's effectiveness in meeting its objectives. This stage is crucial in determining whether further training is required and how future training initiatives can be improved.

Cost-Effective Training Solutions

In recent years, organizations have increasingly turned to online training as a cost-effective means of providing employee development. E-learning platforms offer flexibility and accessibility, enabling employees to learn at their own pace without necessitating significant time away from their jobs. In-house training options also present an efficient way to deliver tailored training programs that meet specific organizational needs.

Ultimately, the goal of training and development is to enhance the skills and competencies of employees, leading to increased job efficiency and effectiveness. The positive outcomes of training initiatives often manifest in heightened motivation, improved performance quality, and greater productivity — elements essential for sustaining competitive advantage in today’s dynamic business environment (Youssef-Morgan, 2015).

Conclusion

The importance of training and development in HRM can hardly be overstated. Organizations must recognize that investing in their employees through training not only fosters personal and professional growth but also propels the organization toward achieving its strategic goals. By following a structured training process and embracing innovative training solutions, organizations can significantly enhance their workforce's capabilities and drive lasting performance improvements.

References

  • Gurchiek, K. (2017). Need employees with up-to-date skills? Use up-to-date training. Society for Human Resource Management. Retrieved from [SHRM](https://www.shrm.org/)

  • O’Connor, J. (2006). Shifting mindsets. E-Learning Age, 14–17.

  • Society for Human Resource Management. (2015). Developing employees. Retrieved from [SHRM](https://www.shrm.org/)

  • Youssef-Morgan, C. (2015). Human resource management (2nd ed.). San Diego, CA: Bridgepoint Education, Inc.