Role of HRM in Training and Development

Running head: ROLE OF HRM IN TRAINING AND DEVELOPMENT
Role of HRM in Training and Development
Name of the Student:
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Author’s Note:

1ROLE OF HRM IN TRAINING AND DEVELOPMENT
Table of Contents
1. Introduction..................................................................................................................................3
1.0 Overview................................................................................................................................3
1.1 Problem statement.................................................................................................................3
1.2 Research aim..........................................................................................................................3
1.3 Research objectives...............................................................................................................4
1.4 Research questions.................................................................................................................4
1.5 Research rationale..................................................................................................................4
1.6 Summary................................................................................................................................5
Literature review..............................................................................................................................6
2.0 Overview................................................................................................................................6
2.1 Conceptual framework...........................................................................................................6
2.2 Concept of human resource management..............................................................................7
2.3 Role of HRM for business organizations...............................................................................7
2.4 Human resource management as a strategic partner in training and development................8
2.5 Concept of training and development....................................................................................9
2.6 Factors affecting training and development........................................................................10
2.6.1 Industry changes...........................................................................................................10
2.6.2 Technological changes..................................................................................................11

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2.6.3 Performance improvement............................................................................................11
2.6.4 Effective human relation...............................................................................................12
2.6.5 Better career opportunities............................................................................................13
2.7 Types of training and development organized by human resource management................13
2.8 Benefits of training and development conducted by HRM.................................................16
2.9 Challenges encountered by HRM in conducting training....................................................16
2.10 Discussion..........................................................................................................................17
2.11 Conclusion.........................................................................................................................17
3. Identification of two suitable data collection methods..............................................................20
a. Primary data collection process.............................................................................................20
b. Sampling technique...............................................................................................................22
c. Survey questionnaire..............................................................................................................24
d. Interview questionnaire.........................................................................................................24
References......................................................................................................................................26

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1. Introduction
1.0 Overview
Human resource management department is a widely researched topic and is a significant
department for the business organizations. The HRM department is concerned about the staff of
the company in respect to performance, benefits, motivation, wellness and training thereby,
managing both the work culture and the people. If the responsibility of the HRM department is to
be considered, conducting regular training and development sessions is of utmost significance
(Noe et al. 2017). This is because attending training and development sessionsprovides
employees to learn new skills and improve the existing skill set that upgrades the demands of the
employees. Additionally, the improvement of individual employee results helps in performance
improvement of the overall organizations that have several advantages (Opatha and Arulrajah
2014).
1.1 Problem statement
The HRM department within business organizations is responsible for improving
employee as well as organizational performance by taking suitable measures but certain
restrictions prohibits the department in doing so. Though training and development is essential,
HRM department of business organizations encounter challenges in terms of geographic
limitations, increased costs, language barrier, virtual training needs and translation issues
(Armstrong and Taylor 2014).
1.2 Research aim
The purpose or aim of the research is to analyze the role of human resource management
in ensuring effective training and development programs within business organizations.

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1.3 Research objectives
The objectives of the research are:
 To understand the concept of training and development
 To critically analyze the factors affecting training and development conducted by HRM
 To identify the loopholes that human resource management encounters while conducting
training and development
 To provide suitable recommendations for improving training and development conducted
by HRM
1.4 Research questions
The questions of the research are:
 What do you mean by concept of training and development?
 What are the factors affecting training and development conducted by HRM?
 What are the loopholes that human resource management encounters while conducting
training and development?
 What are the suitable recommendations for improving training and development
conducted by HRM?
1.5 Research rationale
Undertaking the research is significant because this provides an opportunity to identify
the gap that exists in the HRM department within an organization that affects the training and
development programs. The significance of the research is also evident because this allows the
researcher to address the potential issues that HRM department within an organization
encounters that prohibits them to conduct training and development sessions at regular intervals

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(Albrecht et al. 2015). As a result, identifying the loopholes in HRM will provide opportunity to
develop suitable strategies those can be used for overcoming the issues encountered and conduct
training and development sessions effectively and efficiently (Cooke, Saini and Wang 2014).
1.6 Summary
Thus, in this chapter, it can be summarized that adequate and relevant information about
human resource management has been provided in this chapter that helped in providing suitable
background information based on which aim, objectives and questions of the research is
developed that is investigated in the consecutive chapters.

6ROLE OF HRM IN TRAINING AND DEVELOPMENT
HRM in training and development
Industry changes
Technological changes
Performance improvement
Effective human relation
Better career opportunities
Literature review
2.0 Overview
The literature review chapter is developed with the purpose of reviewing past researches
conducted in HRM and training and development. Considering the past information provides
opportunity for the researcher to take into account the opinions and perspectives of different
authors thereby, analyzing the views critically. As a result, the research helped in developing
better understanding and deeper in-sight about role of HRM in ensuring effective training and
development within organizations.
2.1 Conceptual framework
Figure 1: Conceptual framework
(Source: Created by the Author)

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2.2 Concept of human resource management
Human resource management is one of the significant departments a business
organization needs to have. According to Sparrow, Brewster and Chung (2016), human resource
management is defined as the strategic approach that focuses on managing the people of the
business organizations that help the business to gain competitive advantage. However, as argued
by Jackson, Schuler and Jiang (2014), the concept of human resource management highlights the
technique that is used for recruiting, selecting, inducting employees, providing orientation and
imparting the training and development programs at regular interval. Having an effective human
resource management department is necessary for the business organizations irrespective of the
business sector and industry.
2.3 Role of HRM for business organizations
The human resource management within business organizations have specialized
functions, roles and responsibilities. According to Paille et al. (2014), the principle responsibility
of human resource management are hiring, orienting and placing employees to suitable roles and
designations in such a way that both the employees and the organizations are benefitted
simultaneously. However, as argued by Kramar (2014), when the HRM department is not hiring,
the department looks into the level of satisfaction among the employees with their job and
productivity. As a result, the department is able to understand whether the company is operating
smoothly and efficiently without any major hindrances.
The HRM department of the business organizations is also indulged in improving the
performance of both the employees and the organizations. In doing so, the HRM is responsible
for ensuring that the company gains competitive advantage and sustains the fierce and tough
business environment (Berman et al. 2019). The human resource managment is continuously