HUMAN RESOURCE TRAINING AND DEVELOPMENT

What Is Training and Development in HRM?

We've all heard the saying, "employees are a company's greatest asset." If that’s the case, it only makes
sense to take care of your greatest asset, right? Additionally, preserving your assets is good, but being
able to grow them is better. The same goes for employees in your company.

As you'll soon find out, investing in your employees will lead to growth in many other areas as well. This
includes cash flow, productivity, and product quality.

Employee training might just be the key to your company’s sustained success.

What is training and development in HRM?

Training and development in Human Resource Management (HRM) refers to a system of educating
employees within a company. It includes various tools, instructions, and activities designed to improve
employee performance. It's an opportunity for employees to increase their knowledge and upgrade
their skills.
Purpose of training and development in HRM

An organization that invests in its employees will most likely reap the rewards of improved financial
performance.

1. Increase company productivity

2. Improve product or service quality

3. Lessen employee turnover

4. Decrease costs and errors

Insight In To Training

Training refers to the course of imparting specific skills, which licenses employees to achieve their
current job to standards. It advances human performance on the job the employee is presently doing or
is being hired to do. Also, it is given when new technology in introduced into the workplace. Training
addresses gaps between an ideal and an optimal stage of development. Rothwell (2006), categorize
them into two sets, to fill up a performance gap (identified during the performance management
process) and to fill up growth gap, (to be promoted or to be able to fill another open position in the
organization).

Muhammad Aslam Khan (2013) appealed that job training, training design and job delivery style are
three of the most significant factors in organizational studies as they contribute to increasing employee
performance.

Training of employees would result in an increase in productivity and economic growth, as it has a
significant effect on the ability of the employee to perform his/her job effectively .

Methods of Training

While selecting training methods it needs to be based on identified training needs, training objectives,
an understanding on the part of the trainees, the resources available and an awareness of learning
principles. Generally we have two types of training,

a. On the job training; on the job training is most frequently used method in smaller organizations. This
method of training uses more knowledgeable, experienced and skilled employees, such as mangers,
supervisors to give training to less knowledgeable, skilled, and experienced employees. Observing this
method critically, the training places the employee in actual work situations and makes them appear to
be immediately productive. The method is suitable for imparting operative or technical skills to
operative personnel. This places the employees in the actual work environment and trainees are
provided with knowledge, skill and abilities of performing different tasks. There are three common
methods that are used in on-the-job training and these are; apprenticeship, mentoring and job rotation.
b. Off the job training; This is another method of employee training which is concerned with the
arrangements organized away from organizational work station. The trainees focus on learning
experience by going under training outside the organizational work place. The trainees are removed
from the stress and demands of workplace as the training program is organized away from
organizational workplace. The popular methods of this approach are: Simulation and Classroom and
Conference Training.

Insight In To Development

Employee development as a means to develop the abilities of an individual employee and organization
as a whole. In every organization the success is tremendously relayed on its employees. However, there
are different other aspects that perform a major part; an organization need to ensure efficient
employees in line with financially dominant and competitive in the market. Organizations want to have
the employees, who are capable to swiftly adjust in continuously fluctuating business environment.
Most companies are investing a lot of money on the training and development of employees in order to
remain competitive and successful.

employee development activities are very important for the employees, as the activities are performed,
it indicates that organization cares about their employees and wants them to develop. Many
organizations are contributing towards the employee development activities, it enables the employees
to work hard, utilize their full skills and efforts to achieve the goals of the organizations.

An Overview of Organizational Performance

Given the complexity and difficulty of the meaning of the concept "performance" different authors have
defined it differently.

The performance is the sum of all processes that will lead managers to taking appropriate actions in the
present that will create a performing organization in the future (i.e., one that is effective and efficient).
In other words, we define performance as doing today what will lead to measured value outcome
tomorrow.

The organizational performance management is a term that emerged "to differentiate between
management at the level of the individual and the corporation" . This type of management requires that
procedures are placed in line with the evolution of their environment, in order to allow the
development of the organization and its management system.

The primary aspect in training goals is to achieve a high level of performance and to enhance employee
satisfaction in the workplace; in addition, the best training is to unify efforts toward achieving
organizational goals.
Challenges of Training & Development

Despite carful allocation of resources many companies find their training programs to be ineffective (or
only partially effective) in achieving its goals. This is usually because of a few common challenges in
training and development.

Costs: Different Facilitation, equipment, venue hire, and the cost of employees' time (those hours add
up!) all make training an expensive undertaking. Training tends to be small, while training demands are
always steep. What further contributes to challenges in training and development is when a strained
budget also needs to incorporate travel and software costs.

• Lack of engagement: Engagement is important on three levels: cognitive, emotional, and behavioral.
Without all three in place, poor knowledge retention, passive learning and a lack of commitment
contribute to challenges in training and development.

• Hectic employee schedules: When work, family life, and a slew of other demands are draining
employees' energy, there's a risk that training just adds to their stress. Worse still, intruding on
employees' personal time with training sessions is a surefire way to make them resist (and even resent)
training.

A dispersed workforce: A steady rise in remote work and a decentralized workforce has led to new
challenges in training and development. With a geographically dispersed workforce, training can be
quite hard: misunderstandings are common, and cultural differences may even lead to inconsistent
training.

• Different learning habits: Whether we're training 20 or 2000 learners, it's vital that we consider
learner preferences and habits in order to prevent further training issues. The current workforce
includes at least three generations, all of which have a radically different relationship with technology.

• Training that isn't relevant: Many training programs are too generic, and not personalized enough for
specific roles or skills. Unfortunately, generic training can strain learners' time and patience by forcing
them to engage with content that simply isn't relevant to them. You can bet this leads to further training
challenges.

Reasons for Carrying Out Training and Development

Oguntimehin, A. (2001) observed the usefulness of training and development in an organization and
identified the functions of training as follow: it increases productivity; improves the quality of work;
enhances skills, knowledge, understanding and attitude; engenders the use of tools and machine;
reduces waste, accidents, turnover, lateness, absenteeism and other

improves the quality of work; enhances skills, knowledge, understanding and attitude; engenders the
use of tools and machine; reduces waste, accidents, turnover, lateness, absenteeism and other
overhead costs; eliminates obsolesce in skills, technologies, methods, products, capital management;
enhances the implementation of new policies and regulations; prepares people for achievement,
improves manpower development and ensures the survival and growth of the enterprise.

the reasons why employers need their employees to continuously learn new skills, and they include the
following:

c Capital improvement: Employees are asset to the organization but employers are more concerned
about reaching deadlines and profit maximization rather than employees skills development, without
which employee performance could be hampered. Although the organization still achieves productivity,
the focus should also be on the dedication, commitment and loyalty of employees. If employees do not
receive ongoing training, upto-date equipment will not be used optimally.

c Morale improvement: Employees who continuously upgrade their job skills will also improve their
productivity. Developing employee skills not only plays a role in the workplace, but in the external world
as well. It contributes to the full personal development of each employee and the socio-economic
development of the nation at large; therefore, happy employees may be productive, but more
productive employees are happier.

Ability to adapt to change: The more skilled the workforce is, the easier it will be for the entire
organization to adapt to changes that may arise in the domestic and global market place in the demand
of its products and services.

Consequences in the absence of training and development

The following are state absence of training and development can contribute:

Constraints on business development

Higher labor turnover;

Increased overtime working;

Higher rates of pay, overtime premiums and supplements;

Higher recruitment costs, including advertising, time and incentives;

Greater pressure and stress on staffs;

Pressure on job-evaluation schemes, grading structures, payment system Career structure; Higher
training costs;

Additional retention costs in the form of flexible working time, job sharing, part time working, shift
working .

Summary of training and development in moha

The general objective of this study was to examine the role of training and development on
organizational performance of MOHA Soft Drinks Industry S.C. located in Adis Ababa. Respondents
confirmed that training and development contributes to increase their performance which also
increases organizational performance as well. respondents agree that training helps them to reduce the
number of accidents, scrap and damage to machinery and equipment. They also strongly agree that
training and development helps them to increase productivity, knowledge, loyalty and profit. The
findings of the study also show that having specialist instructor as a trainer have a huge contribution on
the quality of the training provided for the trainers. The result also shows that there is no clear training
and development programs in the company if there is one it's not clear for the respondents since most
of respondents replied no.

The finding of this study also shows that the delivery style of training and development program is
influenced by financial capability of the company providing the program. Additionally the finding shows
that MOHA Soft Drinks Industry is financially capable of providing training and development programs
for its employees. The research also revealed that lack of personal drive & ambition of employees to
ward development is not a challenge for training and development. Most of respondents strongly
disagree that lack of personal drive & ambition of employees to ward development is a challenge for
training and development. A large number of respondents mentioned performance effective
assessments were conducted in the company some times. It was found out that the company performs
the assessment every six months. It is found that the company regularly applies on the job training and
development to carry out its program.

Conclusion on training and development

Findings of this study and supporting findings from large number of reviewed research papers reveal
that training and development has strong and positive role in increasing organizational performance. As
long as training and development helps employees to improve reduce the number of accidents, scrap
and damage to machinery and equipment; reduces lateness & absenteeism; increase motivation to
work; enhance the use of tools, machine & operational safety; improve quantity; eliminate obsolesce in
skills; improve skills, knowledge, attitude change & new capability; enhance high quality of product;
investing in training and development is crucial for any organization, which will certainly realize returns
on its investment in training and developing its workers which require training and development as an
efficient solution to increase organizational performance. Furthermore findings reveal that delivery style
and having a specialist instructor to deliver training and development have a positive outcome on
providing a high quality training and development which leads to high organizational performance.