LEARNING THROUGH HRM

 Training and development in human resource management

Training and development in the United States began during World War II due to the growing need for skilled workers. The U.S. labor movement contributed to the rise of employee training and development. Corporation schools were formed in the early 1900s, and computer-based training became the foundation of modern employee training systems. Current trends in training and development include changes in the field and the future direction of training programs.

What is the best practice for training and development of employees?

Some of the best practices for the training and development of employees are -

• Align training with management’s operating goals - Management always has operating goals like better performance, productivity, quality, or customer satisfaction, to name a few. Once you know the goals, you can design targeted programs.
• Survey your employees first - The best source of information about organizational performance and needs are the current employees. They know a lot about what’s going on and what, if anything, should be changed.
• Consider different learning styles and methods - While creating learning content and courses for your L&D staff, keep in mind that they’ll each have different learning styles and methods too, the same way the rest of the employees do. Make sure you have learning materials available for each type of learning style.
• Measure results - Successful companies measure outcomes to make sure they continue to get the biggest bang

Upskilling employees can significantly increase company productivity by improving efficiency, motivation, and adaptability. It promotes a culture of learning, fostering better employee bonding. Training and development programs allow experts to share techniques, leading to better product or service quality. This results in uniformity in methods and output. Training also reduces employee turnover, as employees appreciate the company's investment in their development, resulting in increased job satisfaction and commitment. Additionally, trained employees reduce costs and errors, as they know how to use materials efficiently, resulting in less waste and spoilage. This also applies to machinery, ensuring less breakdowns and longer machinery lifespan. Overall, investing in employee training can lead to a more productive and successful company.

Training and development in HRM is crucial for employee engagement and success. Companies like Etsy, Amazon, and AT&T have implemented effective training and development programs to ensure their employees are well-prepared for future roles(Latifi et al., 2021).

 Etsy uses an all-around approach, incorporating teachings from sociology, adult learning theory, and organizational psychology. Amazon's Upskilling 2025 pledge aims to provide workers with the necessary training to secure new and high-growth jobs. AT&T's internal training organization, AT&T University, offers mentoring, career development programs, and personalized training(Tannenbaum & Yukl, 1992).

Training, education, and development are the three main activities of training and development. Training involves learning skills for a specific role or field, education increases knowledge to prepare for future opportunities, and development progresses from one level of ability to another. 

There are four major types of training: orientation training, job training, promotional training, and refresher training. By choosing the right training and development program, organizations can create a culture of continuous education and skills development(Tannenbaum & Yukl, 1992).

Reference list entry

Tannenbaum, S. I., & Yukl, G. (1992). Training and development in work organizations. Annual Review of Psychology, 43(1), 399–441. https://doi.org/10.1146/annurev.ps.43.020192.002151

Latifi, M., Nikou, S., & Bouwman, H. (2021). Business model innovation and firm performance: Exploring causal mechanisms in SMEs. Technovation (Print), 107, 102274. https://doi.org/10.1016/j.technovation.2021.102274