Training and Development as HR Function
Introduction to training and development
Training and
Development emphasize that the development of the overall performance of individuals as well as groups
through a proper system within the organization which focus on improving the skills, knowledge, and
capabilities of employees within an organization.
Training is aimed toward improving specific
skills and knowledge of employees to perform their current job more
effectively.
Development is more comprehensive and long-term. It
generally includes upskilling employees for future roles and
responsibilities, empower them to perform their task efficiently, career
advancement etc.
Image 1
Source Training & Development In HRM: 10
Types, Stages [+best Practices]
Training
and Development methods
Image 2
Source- https://www.aihr.com/blog/learning-and-development/
Formal
learning in a classroom setting: This approach is goal-oriented and is guided by a
teacher, with limited interaction from students.
Informal
learning: Informal
learning is organic, unstructured, and more self-directed. It takes place on
the job through tasks, feedback, co-worker interactions, and through individual
study. Examples include discussions, online communities, as well as reading
literature or conducting research.
Experiential
learning: This
trial-and-error approach enables individuals to engage in tasks, assess the
outcomes, and derive insights from their experiences. Examples include
apprenticeships, internships, virtual or real-world simulations, and
role-playing based on various scenarios.
Coaching: Coaching is a professional
relationship focuses on empowering employees to grow and achieve their goals. In
this collaborative process, the coach and coachee engage in regular open
dialogue, where the coach offers guidance, direction, and support.
Mentoring: Mentoring is a partnership that links
employees with individuals who can help them develop professionally. Mentors serve
as role models to the mentee.
Skill
building: Skill
development focuses on enabling employees to acquire new skills. The purpose is to meet the organization’s skills gaps so it can
achieve business goals and remain competitive.
Targeted
training: Targeted
training is effective approach for addressing skills gaps. It integrates both
formal and informal learning to meet
individual learning needs. By identifying the most needed skills, organizations
can allocate training resources efficiently.
Cross-training:
Cross-training involves
equipping an employee how to handle another employee’s role. By engaging in
cross-training, they expand their skill set and understanding of the company’s
operations.
Remote
training: Remote
training is conducted online for employees who are located in different places.
It can occur at a scheduled time, allowing participants to join simultaneously or
accessed on demand.
New
employee training: New
employee training is a component of the onboarding process designed to help new
hires understand how to be productive in their jobs.
Benefits
of Training and Development program for employees and Employer
|
Employee |
Employer |
|
Career
Competencies |
Market Growth |
|
Employee
Satisfaction |
Organizational
Performance |
|
Employee
Performance |
Employee
Retention |
Training and development program which conducted by Sri Lankan Organization
Guiding Leadership and Outreach (GLO) program is conducted in partnership with the Association for HR Professionals in Sri Lanka and AIESEC, involving Brandix, Fortude, Sysco Labs, John Keells Holdings and IFS. (September 2024) . The GLO program offered innovative insights and learning experiences to employees, alongside the opportunity to engage with the wider community. Brandix Chief People Officer Sahad Mukthar announced that "This is a unique program that encompasses a cross-section of stakeholders, and Brandix is pleased to both gain and impart value alongside our partners."
https://brandix.com/brandix-partners-glo-program-for-unique-learning-and-development-experience/
Conclusion
In summary,
Training and Development is a essential feature within HR that directly
impacts an organization’s performance, culture, and usual success. By making
an investment in employee education and improvement, HR contributes
to constructing a successful and engaged workforce, ultimately
driving organizational growth and resilience. Through strategic T&D
initiatives, HR can align worker improvement with enterprise objectives, making sure that teams are prepared to
fulfill current and future challenges.
References
AIHR.
(n.d.). Learning and development methods. Retrieved from AIHR:
https://www.aihr.com/blog/learning-and-development/[Accessed on 11th
Mar 2025]
Jehanzeb, K., & Bashir, D. N. (2013). Training and Development Program and its Benefits to Employee. European Journal of Business and Management, 243-252.
Available at :https://www.researchgate.net/profile/Nadeem-Bashir-3/publication/274703936_Training_and_Development_Program_and_Its_Benefits_to_Employee_and_Organization_An_Conceptual_Study/links/5c650d59299bf1d14cc4d35b/Training-and-Development-Program-and-Its-Benefits-to-Employee-and-Organization-An-Conceptual-Study.pdf [Accessed on 11th Mar 2025]
It is evident that mentoring provides employees with guidance and support as well as knowledge from experienced professionals, helping them on growth and gaining new skills
ReplyDeleteIt is a prime responsibility of the HR leaders to implementing training and development strategies at all levels in the organisation. Well skilled and professional workforce lead organisation towards success by achieving company goals.
ReplyDeleteWell said! Training and Development play a important role in shaping a skilled, motivated, and future ready workforce. Investing in employee growth not only enhances performance but also strengthens company culture and long-term success. When HR aligns development initiatives with business goals, it makes both individual and organizational progress. a strong t&d strategy truly drives resilience and innovation.
ReplyDeleteIs is a comprehensive look at training and development. Implementation of strategies for creating personalized learning paths could further empower the HR teams to cater to diverse employee needs. Overall, training and development is the transformative role of HR in driving both employee growth and organizational success.
ReplyDeleteGreate.training and development is help to increase capability of the employees.before given the training gap analysing is very important.thwn we can acess the level of the employee.
ReplyDeleteInsightful article on employee training and development.Identifying most appropriate training needs of employees and offer them the required by the organization, guide to create high performing skilled teams.
ReplyDeleteIn the modern world, everything can change within a few seconds. People who fail to comprehend a particular situation may incur losses. The same applies to the HR field. With AI technology, organizations can gain significant cost benefits. It is essential for HR management to stay updated with the latest technology and it will be supported to the selection of the most suitable candidates for their organizations.
ReplyDeleteTraining and development are pivotal in shaping the success of both employees and organizations. I love how this article emphasizes the need for a mix of formal, informal, and experiential learning methods. HR's role in identifying skill gaps and aligning training with business objectives truly impacts organizational growth. It’s clear that a well-rounded T&D strategy doesn’t just boost employee performance but also enhances overall company culture and innovation.
ReplyDeleteYou've well explained Training and Development in your blog post. As per my perspective making an investment in employee education and improvement, it contributes to constructing a successful and engaged workforce. I appreciate the detailed insights on training and development as a crucial HR function. Looking forward to more content like this!
ReplyDeleteThis article highlights the importance of training and development programs in enhancing both employee skills and organizational performance. It effectively showcases the mutual benefits for employees and employers, with a strong example of the GLO program in Sri Lanka. A valuable and insightful read!
ReplyDeleteComprehensive article on all the training models that any organisation can adapt..among them targeted training is the commonly using training model as its the most effective training model among them
ReplyDeleteTraining & development is a key feature of a learning organisational culture. This is essential to achieve short term and long-term organisational goals.
ReplyDeleteI completely agree that Training and Development (T&D) is a cornerstone of HR, essential for driving organizational performance and fostering a positive culture. Investing in employee education not only boosts individual growth but also aligns with broader business objectives, preparing teams for both current and future challenges. T&D initiatives are key to building a skilled and resilient workforce, which ultimately contributes to an organization’s long-term success. It's clear that HR's focus on continuous development can truly drive growth and engagement across the board.
ReplyDeleteTraining and development are core HR functions that drive employee growth, improve performance, and enhance organizational success. By investing in continuous learning, companies can build a skilled, adaptable workforce ready to meet evolving business challenges.
ReplyDeleteThis is a great summary of Training and Development in HR It clearly explains the difference between training and development, and gives practical examples of different methods organizations can use. I especially liked the real-world example of the GLO program—it makes the concept more tangible. It’s a solid reminder of how investing in employee growth not only boosts performance but also contributes to long-term success for both the individual and the company.
ReplyDeleteYour blog post offers a comprehensive overview of the pivotal role that training and development play in Human Resource Management. By delineating various methods such as formal learning, experiential learning, coaching, and mentoring, you effectively highlight the multifaceted approaches organizations can employ to enhance employee competencies. The inclusion of the Guiding Leadership and Outreach (GLO) program as a real-world example underscores the practical application of these strategies within Sri Lankan organizations. Your insights contribute significantly to understanding how targeted training initiatives can drive both employee satisfaction and organizational performance.
ReplyDelete