Training and Development: Issues and Challenges in HRM

This article discusses the role of HRM in training and development, identifies the issues and challenges faced in this area, and provides theories and practices to resolve them. It emphasizes the importance of proper training and development for achieving organizational goals.

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In the modern era, human resources management plays
important role in every organisation. This is more important
to achieve organisational goals and objectives. There are
various functions of HRM which helps the company in
achieving their success and growth. In this project the major
function which is taken is employee training and development
(Belias, Vasiliadis and Mantas, 2020). This poster covers role
of HRM function, issue of that HR function and how that
issues and challenges can be resolved. This theory will solves
issues and challenges relate to training and development
sessions to the employees and staff members. This theory will
helps in assessing employee behaviour and how this can
improve effectiveness of organisation.
Training and development is considered to the major function
performed by HR manager. So, there are certain challenges and
issues faced by mangers in performing this training and
development sessions (Mahomed and Rothmann, 2020). Let
discuss these challenges in detail:
•Pace of Personnel planning: If an employee is suffering from any
work or family life and other demands then he will lack his energy
of doing his work..
•Engaging learners: This can be another problem which mangers
can face while conducting training sessions for the staff members.
As managers should engage leaders with employees in helping
them and showing value of learning and development.
•Lack of conflict management: Managers needs to maintain
conflict management in the organisation. As while training and
development session can result in also conflicts between
employees as some of the employees getting more training and
some not. This may lead to conflict among the staff members.
HR functions are very important for the company as HR
manager is responsible for performing all functions. These
functions includes recruitment, section, performance
management, training and development and many others. HRM
is the different approach to employment management as it helps
in achieving competitive advantage in the market and among all
competitors. Training and development is the major function
which is performed by HR manager. Let discuss in detail:
Training and development: This is considered to be a primary
function of Human resource management. As ensuring proper
training and development of employees and staff members is
the major role of HR manager. However, success of the
organisation depends on the how employees are trained and
developed in the organisation and what are their growth and
development opportunities within an organisation. HRM plays
a very important role in preparing employees for bigger tasks
and responsibilities, which results in overall development in
employees at work. Organisation which provides proper
development and training sessions to the all the staff members
of the company. That organisation is considering to be a
healthy organisation and results in achievement of goals.
Internal and external environment
INTRODUCTION Role of HRM Identification of HR issue

Resolves of HR issues and challenges
Lack of commitment: Employee engagement is important for three
elements. These are cognitive, emotional and behavioural. In
absence of these elements there would be low knowledge retention
and lack of engagement and passive learning can contribute it
challenges and issues of training and development (Shujahat and
et.al., 2020).
•Training that is not relevant: Many of the training and
development programmes are not customised enough for skills and
roles.
The Training and development issues and challenges are most
important because this if training is not good then there will be no
achievement of gaols and objectives. There are certain theories of
HRM that helps the managers in solving these issues and problems
related to training and development. These theories are:
Organisation behaviour theory: The study of organisational
behaviour theory applied to HRM function. This behaviour study
includes improving performance at work, enabling creativity,
enabling leaderships and increasing job stability. The
organisational behaviour theory explains that why several
behaviours impacts worker’s efficiency. Also, it considerer effect
of various policies on managing human resources (Tamayo-
Verleene, K and et.al., 2020). This theory will solve issues and
challenges relate to training and development sessions to the
employees and staff members. This theory will help in assessing
employee behaviour and how this can improve effectiveness of
organisation.
Motivation theory: Motivation is the high amount of passion in
order to achieve organisational goals and objectives. It is done by
fulfilling employees needs and demands. HRM team should be
very effective in hiring of a candidate for a company. This theory
Resolves of HR issues and challenges
Resource based theory: The resource based theory as theoretical
foundation in HRM that is based on some assumptions that resource
remained stable over time. Resources includes material skills, plus
information and data of an organisation. In this theory, organisation
focuses on internal sources that are mostly unique and special to the
company. If resources are unique and heterogeneous then they ca
create competitive advantage by innovation techniques. Most of the
searchers have argued that human resource practises can be copied
from competitors. But some of the competitors are using effective
human resource practises to retain employees for long run and provide
them better training (Viitala, Vesalainen and Uotila, 2020).
Transactional theory: This is one of the another theory which is used
in the organisations for controlling employee’s behaviour. This theory
is used for solving opportunism and rationally in the contract. It is
useful for describing employee’s motivations at a time of group,
individual and organisational level. This I link with the rewards
system and compensation system. As I any employees is performing
better in the organisation then mangers should provide him rewards
and compensation
Conclusion
References
Belias, D., Vasiliadis, L. and Mantas, C., 2020. The
Human Resource Training and Development of
Employees Working on Luxurious Hotels in Greece.
Cultural and Tourism Innovation in the Digital Era,
pp.639-648.
Islam, S., 2020. A Study on Training and development
practices in private banking sector.
Viitala, R., Vesalainen, J. and Uotila, T.P., 2020. SME
managers’ causal beliefs on HRM as success factor of
the firm. Journal of Small Business Management,
pp.1-25.
From the above poster it has been concluded that
there are certain functions of human resource
management. But the one function which is more
focused in this poster is training and development..
These issues and challenges can be solved by
applying various theories and practise in the
organisation to conduct effective training and
developmental sessions. This will result in
achievement of organisational goals.