Training, Learning and Development in Human Resource Management

Types & Methods  of  Training & Development Programs  k Training and development is one of the main function of the human resource management. Training refers to a systematic setup where employees are instructed and taught matters of technical knowledge related to their jobs.it focuses on teaching employees how to use particular machines or how to do specific tasks to increase efficiency. Whereas, development refers to the overall holistic and educational growth and maturity of people in managerial positions .the process of development is in relation to insights, attitudes, and adaptability, leadership and human relations. Thus, Training and development is any attempt to improve current or future performance of employee by increasing an employee’s ability to perform through learning, usually by changing the employee’s attitude or increasing his or her skills and knowledge. Following are the various methods of training and development programs. Types of Training ...

Training Policy and Its Essentiality Training policy is becoming increasingly important in today's rapidly changing business environment. New technologies, processes, and practices are constantly emerging. Organisations prioritizing training and development are better equipped to adapt to changes and remain competitive in their respective industries. A training policy is a set of guidelines and procedures that govern employee training and development within an organisation. It outlines the goals, objectives, and strategies for employee development, as well as the roles and responsibilities of those involved in the training process. The importance of training policy lies in its being a huge part of human resource management as it plays a crucial role in ensuring that employees acquire the necessary knowledge, skills, and attitudes to perform their jobs effectively. The main importance of training policy is to enhance employee performance and productivity, ultimately leading to achie...

   Learning Organisations "Learning organisations," organisations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning how to learn together. Peter Senge (1990-Fifth Discipline) Disciplines of a learning organisation 1.  Systems Thinking: It involves looking at problems and goals as a part of a whole system where problem acts as the input, the learning process gives to the solution of the problem as the output. It acts like a framework for seeing interrelationships rather than, things, for seeing patterns of change rather than static ‘snap-shops’. 2. Personal Mastery: It is the discipline of continually clarifying and deepening our personal vision, of focusing our energies, of developing patience, and of seeing reality objectively. Articulating the goals and objectives an individual wants to achiev...

  Learning 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. Building effective and successful training programs is based on pillars of coaching, experimental learning and career management. Pillar No. 01: Coa ching  Individualized coaching helps employees take responsibility for their careers and identify their own strengths and development needs, so they can carve out a personalized career path. Furthermore, the job of a leader isn’t just to supervise the day-to-day work of their team, but to play the role of career coach, too, guiding their direct reports on their individual next steps. Effective coaching requires both thoughtfulness and consistency. For coaching success, experts advise following these three best practices. Lead with compassion.  Coaching should always be approached...

Conducting training is challenging because there is a lot to consider from training preparation to learners’ performance. However, for every challenge, there are several solutions that trainers could apply to overcome those. Here are some training challenges to watch out for, along with the different ways to approach them. Challenge #1: No time for training Everyone is busy. Employees have to deal with an already full work schedule, let alone navigate the possible complexities of their new hybrid workplaces and the way these changes affect their work-life balance. Blocking time consistently in their schedule every week to focus on training may feel impossible. Yet asking them to complete their training in their free time may lead to them resisting, or even resenting the whole process. Solution: Focus on microlearning & mobile learning Microlearning, bite-sized training that consists of short videos, infographics, quizzes, and checklists, will be a game-changer for busy learners. Us...