Role of Learning & Development in HRM(Human Resource Management)
Learning & development is one of the major roles of HR department in HRM process.
Training & development, learning plans should be planned
and align by the Human Resource department, to acquire & develop
new skills and to enable career development of the employees.
The HR department is responsible to provide on the job
trainings, job rotation and training or all the employees from the newly hired
to the experiences employees based on the skill requirement to perform the
assigned job.
The lack of training and skills development methods will
make frustrated employees and in return will impact to organization’s productivity.
Also measuring and monitoring training programs also under
HR purview to identify whether the expected levels of skills. Knowledge can be
gained through the planned training sessions.
Right set of employees solely cannot make the organization achieve
its goals, but also systematic and continuous development strategy should be implemented.
The HR strategies also should be aligned with the company’s
vision, mission & goal.
Figure 1: Illustrates how the training becomes a major role,
effecting the ultimate goal of them organization. Conceptual framework for analyzing strategic role
of HR practices on Perceived Organizational Performance
Bibliography
Ahammad, T., 2017. Personnel Management to Human
Resource Management (HRM):. Journal of Modern Accounting and Auditing.
Nadeem
Akhtar,Syed Muhammad Azeem & Ghullam Mustafa Mir, 2014. Impact of HRM
Practices on perceived organization performance. INTERNATIONAL JOURNAL of
ACADEMIC RESEARCH.
Prasad, P. R.
S., 2013. Green HRM - Partner in SustainableCompetitive Growth. Journal of
Management Sciences and Technology .
Good Post Dileka, In order to increase productivity, businesses fully train and develop their personnel. In order to increase employee productivity, firms must continually make appropriate investments in the knowledge, skill, and skills that determine an employee's performance. Organizations invest a lot of time and money in training to help employees pick up skills related to their jobs, as evidenced by (Noe, 2006). Consequently, it is crucial to properly disclose the outcomes of training activities (Dowling & Welch, 2005).
ReplyDeleteHi Shazlinsahar, This is a very valid point. Employee development programs are organized to fulfill the requirements or meet any specific objective which will contribute to the organization and as well as the employee. The effectiveness of the training program can be evaluated through the formula, Employee Development = Employee Education + Employee Skills +
DeleteTraining Effectiveness + Employee Quality of work life. ,according to Ms. Pallavi P. Kulkarni (2013).
Good Post Dileka, In order to increase productivity, businesses fully train and develop their personnel. In order to increase employee productivity, firms must continually make appropriate investments in the knowledge, skill, and skills that determine an employee's performance. Organizations invest a lot of time and money in training to help employees pick up skills related to their jobs, as evidenced by (Noe, 2006). Consequently, it is crucial to properly disclose the outcomes of training activities (Dowling & Welch, 2005).
ReplyDelete