The Role and Importance of Organisational Training and Development

Running Head: HRM
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Human resource management
5/14/2019

HRM
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“The role and Importance of Organisational training and development”
The essay brings about the discussion on the topic, “the role and importance of organisational
training and development and the related aspects. The concept of organisational training and
development is the subsystem of any organisation that emphasizes on the level of
performance of the individuals and groups. It can be stated that these are the key concepts of
human resource management, and contribute to the competitive advantage earned by a firm.
Therefore, the essay will determine the meaning, role and benefits of training and
development within firms and also in terms of higher performance and success in the long
term.
Training can be defined as the process of learning and providing the knowledge, and skills to
the employees for performing their job roles effectively, and qualitatively. It also involves
the aspect of behaviour of employees, for increasing their productivity and performance in
the organisation. Training and development in organisations are considered vital functions of
human resource management. The process of training develops competencies, which include
knowledge, skills, and behaviour that are critical for enhancing the performance at job. It
enables people to accept new things, or change and work more effectively together within a
team. Training to the employees in organisation, leads to the growth and increment of the
intellectual capital (Bell et al., 2017).
Organisations or managers at the workplace can provide training to the employees using
number of methods such as, On the job training (OJT), self-directed learning, apprenticeship,
behaviour modelling, coaching, mentoring, and group discussions, business games and case
studies (Muduli, 2015).
Discussing about organisational development, it has been understood that OD refers to the
aspect of planned effort for a work group or organisation to support and enhance the overall
effectiveness and growth in the long term. Development in an organisation is ensured through
managing the behaviours of people working in the organisation. It is an on-going and
continuous process, and aim at fulfilling the needs of the individuals along with the
organisation (Maurer and London, 2018).

HRM
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Training as a support function, is of great value to the organisation, as it aligns well the
strategies, goals and objectives of the business. It therefore improves the overall
organisational performance by improving the financial and intellectual resources and
activities of the business firms. The function of training is observed as auxiliary to other core
management functions, such as finance, marketing, IT, and other important function of HR.
In addition, effective training saves labour by reducing the time spent on the aspect of
problem solving and save money by retaining competent workers in the longer term (Donate,
Peña and Sanchez de Pablo, 2016).
One of the significant roles of organisational training and development is leadership, as it
prepares employees for the challenges faced in the attainment of organisational objectives. It
further develops leadership qualities and abilities, leading to effectiveness of the employee
performance. Analysing the functions of training and development, it has been found that it
provides environment for various learning opportunities through workshops, seminars,
coaching to the employees working in the organisation. Effective training and development
opportunities or initiatives helps the managers retain right kind of people or employees and
grow profits in the organisation. Therefore, it is one of the vital function or role of imparting
training and development to the individuals in the organisation (Evers, Van der Heijden and
Kreijns, 2016).
For an example, mentoring is a key function of the management, and it matches the less
experienced employees with the more experienced members of the organisation. This is done
with the help of formal and informal programmes, as through aspect of formal mentoring
programs, managers can reduce the turnover, enhance the process of recruitment, and
improve work environment and performance of employees. Thus, it has been understood that
an HR plays an important role in determining effective training of employees, and their
development in the future years. Furthermore, the need or role of training has been observed
in organisations included supporting the employees acquire required skills to work with new
technologies and systems. Moreover, training programmes increases the ability of the
employees to manage with customers with various issues, by responding to their queries and
complaints timely (Kirwan, 2016).