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Training and Development as a Strategic Choice for Human Resource Management

training-and-development
Training and Development as a Strategic Choice for Human Resource Management

WORK LIFE

Training and Development as a Strategic Choice for Human Resource Management

Numerous companies consider training and development as an indispensable part of the HR advancing endeavors. Various companies have to fix training hours each year to make their manpower fully equipped to face the advent of technology each year, also this leads to efficient working of the company.

Training could be explained as an effort focused on to enhance or cultivate added proficiencies or skillset in an individual while working in a manner to improve the performance or output.

Basically, training undergoes a transformation in attitude, expertise or learnings of an individual with the consequent development in the performance. It is essential for training to be planned, for it to be effective. Effective training would come into effect by organizing a comprehensive need analysis and at a specified target. The most crucial part is that it has to undergo in a learning environment.

It is crucial to organize a training program which is beneficial to employees as well as an organization by considering both the goals. It might be a challenging task to create sync however, competencies might be picked in a manner where employee and the company both enjoy the win-win situation.

Commonly, companies formulate their training chart during the initial days of the financial year when the requirements are being analyzed for the staff. This is called the training need analysis which is the component of the performance appraisal mechanism. Just after the analysis of the need for training being identified the duration and the training mediation process are being finalized and that is being publicized strategically by the coming year.

According to Nick van Dam, the learning behavior of a company owns five strategic duties.

First being ‘attract and retain talent’, which means these days an individual not solely joins a company to get a salary rather they look out for prospects for leaning as well as development. The organization has to be a learning organization to retain and attract a pool of talent.

Second duty being ‘develop people capabilities’, which means a company has to be updated to be in the competition and for that it has to invest in training of its manpower to preserve its value. Companies which devote to developing its talent pool during compelling transformations are the ones which are most successful to achieve their performance targets.

Third duty being, ‘create a value-based culture, which means a value-based company is supposed to be a sustainable one and work towards the wellbeing of the society which attracts the interests of the millennials these days. 

‘Building an employer brand’, being the fourth duty, which means giving importance to organizing training can be supporting to embellish the brand name of a company and its position as an employer.

The fifth duty ‘motivating and engaging employees’, is the prime important component for the growth of an organization and its people. Employees should be given an opportunity to enhance their skillsets and can challenge themselves to recognize their expertise and be happy about.

Hence, training and development is a thoughtful strategic decision which helps organizations to retain and train the talent and make them learn the new versions of technology or a new technology altogether. This boosts the morale of the employees and add weight to their competence & skill sets.

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