Training and development in hrm is a critical component of every organization’s survival strategy. Technology is changing very fast, and information explosion is terrific. Under such circumstances, individuals, as well as organizations, can survive and progress only if they update their knowledge, sharpen their skills and keep themselves abreast of the latest developments and changes. The one who refuses to change will be left behind and will be lost. Therefore, training and development are significant for the following reasons:
• To face the fierce competition in every field and survive gracefully
• To accept and adapt to the changes in the area of science and technology
• To upgrade and sharpen one’s skills that are needed to do the job successfully
• To learn the correct way of doing things
• To improve job performance and consequently better job satisfaction
Training and development in hrm is a process of learning a sequence of programmed behavior. It is the application of knowledge. It gives people an awareness of the rules and procedures to guide their behavior. It attempts to improve their performance on the current job and prepares them for an intended job. Development is a related process. It covers not only those activities that enhance job performance but also those, which brings about the growth of the personality; helps an individual in the progress towards maturity and actualization of potential capacities so that people become not only good employees but better men and women. In organizations, it is intended to equip participants to earn promotions and hold positions of greater responsibility. Training a person for a bigger and higher job is development; this process includes not only imparting skills but also individual mental and personal attitudes.
OBJECTIVES OF TRAINING AND DEVELOPMENT IN HRM
The goals for the training of employees are
1. To increase productivity: To increase employees level of performance on their present assignment, the Instructors can help. Increased human performance often leads to increased company profit and increased operational productivity.
2. To improve quality: Better-informed workers are less likely to make operational mistakes. The increase in quality may be about a company product or service or the intangible organizational employment atmosphere.
3. future personnel needs: Organisations that have a good internal program for development will have to make less drastic workforce changes and adjustments in the event of sudden personnel alterations. When the need arises, organizational vacancies can be quickly staffed from maintaining an adequate instructional program for both its non-supervisory and managerial employees.
4. To improve organizational climate: An endless chain of positive reactions result from a well-planned training program.
5. To improve health and safety: Proper training can help prevent industrial accidents. A safer atmosphere leads to more stable mental attitudes on the part of the employees. Mental status of managers would also improve, if supervisors know they can better themselves through company designed development programmes.
6. To prevent obsolescence: Training and development programs foster the initiative and creativity of employees and help to prevent workforce obsolescence due to age, temperament or motivation or the inability of a person to adapt himself to technological changes.
7. Personal growth: Employees, on an individual basis, gain individually from their exposure to educational expressions. Management development program seems to give participants a wider awareness, better skill, enlighten realistic philosophy and make personal growth possible.