Training and Development Approach in Managing Human Resources

This briefing note analyzes the training and development approach in managing human resources, including its advantages, impact on learning needs of employees, risks and disadvantages, budget considerations, factors influencing implementation, and relevant examples.

Managing Human Resources

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Training and development approach...........................................................................................3
Advantages..................................................................................................................................3
Impact of training approach in addressing learning needs of employees....................................4
Possible risks and disadvantages.................................................................................................4
Budget considerations..................................................................................................................4
Factors influencing the implementation of approach..................................................................5
Relevant examples.......................................................................................................................5
SUMMARY.....................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Training is defined as the approach to build and improve skills, attitude and knowledge
so that professional expertise can be achieved to perform any operational activity (Hanaysha,
2016). Training and development programs are not only essential for improved organisational
productivity and performance but also for retaining talented human resources for long term. This
briefing note will analyse training approaches and related benefits and risks of the program.
MAIN BODY
Training and development approach
Systematic training approach is known as the process in which training procedures and
needs are classified into various stages. This training approach prioritises company goals and
ensures that training is developed and improved as per organisational goals and needs. The first
activity involved in systematic training is identification of training needs and objectives. As per
the customer feedbacks, existing skills and professional needs of employees and available
resources organisation plans to choose appropriate training method (Fletcher, Alfes and
Robinson, 2018). The systematic approach will allow service provider to choose vast range of
training methods such as role play, case study, on the job training, project work, discussions and
practical exercises. For this purpose market and customer analysis, skill assessment of employees
and evaluation of organisational polices and resources are also conducted. In the last phase of
systematic training outcomes of training are evaluated in terms of employee performance,
customer needs and organisational outcomes.
Advantages
On implementation of systematic training approach organisation will be able to emphasis
on existing performance gaps and training needs. It will also enhance the adaptability of
organisation towards environmental changes. One of the benefits of this training approach is that
it is dynamic and adaptive in nature and thus it is able to focus on various management
dimensions. For instance, by skill assessment of employees company will be able to deliver
training programs which are required for their professional development, organisational success

as well as for higher employee retention. Well structured stages of training program will also be
helpful in building uniformity in decisions which is required for gaining competitive advantage.
Impact of training approach in addressing learning needs of employees
Different learners in organisation have different needs. Thus use of systematic approach
assess the training needs of all individuals and develop program as per their needs. Systematic
training consists of variety of methods such as case study, discussion, and practical sessions and
on the job training. With these training programs each employee in the organisation will be able
to identify the gaps in their performance (Frost, 2016). It will also help employees to understand
the changing market scenario so that they can deliver a quality performance in alignment to
organisational needs. Since suggested training program will also focus on professional
development of individual employees will seek it as positive advantage of working within
company and thus employee turnover will improve.
Possible risks and disadvantages
In addition to several advantages organisation may also have certain risks associated with
the systematic approach. The multiple stages in this training framework can lead organisation to
face delay in decision making and in certain circumstances it may not be practical and quick.
With adoption of systematic training it will also be essential for organisation to clearly define the
inter dependencies between various departments, individual needs and organisational goals
(Larsen, 2017). The failure to do so can result in ineffective training outcomes such as
unnecessary expenditures and untrained employees. Further the systematic training demands for
development of programs customized to balance between individual and organisational needs.
Thus it may be expensive and difficult to implement.
Budget considerations
The systematic approach identifies both market and individual needs to develop training
programs. Thus it is possible that this systematic process may be quite expensive to customize
the training programs as per individual needs (Noe and Kodwani, 2018). Thus it is mandatory for
the organisation that it must keep separate expense plan every year for its training and
development requirements. It will assist to implement training programs in more efficient way
without exceeding the budget or organisational resources. The negligence to this aspect can

result in huge gap between training expenses and achieved profits which is not favourable for
long term profitability of the organisation.
Factors influencing the implementation of approach
There are several factors which affect the systematic approach of training. The first and
most influential factor is competitive factor and rapidly changing market which demands for
improved employability skills. The globalisation and technological changes also demand for
more diverse work force which can understand and work within diverse culture. This is also one
of the important factor which affect training approaches and their implementation. The training
framework is also affected by internal factors such as investors or shareholders, organisational
goals and resources available within organisation. The training expenses and policies are also
regulated by economic stability of the operating region and the political factors affecting
operations of the company.
Relevant examples
There are several customer service organisations which implement different activities of
systematic training. For instance leading retailer Tesco uses both on the job and off the job
training along with the mentor coaching to its employees so that they can understand the
principles of organisational policies and expectations of customers. Similarly the organisations
such as Marks & Spencer use training programs on the basis of monitoring and evaluation. In
such types of training program organisation evaluate the performance of all individuals and on
the basis of it Marks & Spencer provide training to its staff members (Frost, 2016). It helps to
address the performance gap of all individuals and enhance the productivity of each staff
member.
SUMMARY
It can be summarised form the above discussion that for long term success it is vital for
the organisations that long term training programs must be incorporated within organisational
policies. It will help company to fill the gap between ability of its employees and desired level of
efficiency. The systematic approach is an effective framework for addressing the existing issues
of poor employee and talent retention and continuously degrading performance.

REFERENCES
Books and Journals
Fletcher, L., Alfes, K. and Robinson, D., 2018. The relationship between perceived training and
development and employee retention: the mediating role of work attitudes. The
International Journal of Human Resource Management. 29(18). pp.2701-2728.
Frost, S., 2016. The importance of training & development in the workplace. Small Business,
http://smallbusiness. chron. com/importance-trainingdevelopment-workplace-10321.
html.
Hanaysha, J., 2016. Examining the effects of employee empowerment, teamwork, and employee
training on organizational commitment. Procedia-Social and Behavioral
Sciences, 229(298-306), pp.298-306.
Larsen, H.H., 2017. Key issues in training and development. In Policy and practice in European
human resource management (pp. 107-121). Routledge.
Noe, R.A. and Kodwani, A.D., 2018. Employee Training and Development, 7e. McGraw-Hill
Education.