Human Resource Management: Training and Development Report

This report delves into the critical role of Human Resource Management (HRM) and its functions, with a specific focus on the impact of training and development on organizational performance. The report highlights the importance of effective HRM systems in maintaining and motivating employees, emphasizing how a skilled workforce directly contributes to achieving organizational goals. It explores various HRM functions, including training and development, compensation policies, and performance appraisal strategies, demonstrating their collective influence on company success. The report then provides an in-depth analysis of the impact of training, emphasizing its role in skill development and achieving competitive advantage. Several company examples, such as Amazon and AT&T, are used to illustrate how training programs are tailored to meet specific organizational objectives. The report concludes by reiterating the significance of aligning employee training objectives with organizational goals, stressing the overall positive impact of training and development on employee morale and motivation, ultimately leading to improved organizational performance.

Running head: HRM 0
HUMAN RESOURCE MANAGEMENT

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Table of Contents
Introduction:...............................................................................................................................................1
Functions of human resource management:...............................................................................................1
Impact of training and development on organizational performance.........................................................1
Conclusion:..................................................................................................................................................3
References:..................................................................................................................................................3

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Introduction:
The change in the contemporary world and the demands of the customers results in changing the
business practices and the interrelationship between the organizational functions. It has been
analysed that Human Resource management is one of the functions of the organization that is
very important. This is because humans are the resources that can provide competitive advantage
to the company (Armstrong and Taylor, 2014). An effective human resource system is required
in the organizations to maintain and motivate the human working in the organization. It has been
analysed that when the employees of the company are in the correct path, they can potentially
achieve the goals and thus leads to organizations success or achieve of organizations objectives.
Success of the organization depends on the achievement of the set objectives and this
achievement is purely dependent on the workforce that is working for the organization. If the
workforce of the organization is skilled enough to complete their work then organisation can
easily achieve their targets.
Functions of human resource management:
There are many functions and operations in human resource management which are being
conducted in order to have better and efficient management of human resources working in the
company. some of the function that support the management of workforce in the organizations
are training and development, compensation policies, rewards management, recruitment and
selection, performance appraisal strategies, etc. All these function contributes directly or
indirectly on the organizational gaols and performance. This is because the ultimate target of the
company can only be achieved if every employee in the organisation enhances their personal and
individual targets. It has been analysed that for making the organizational performance efficient,
it is required to put in some strategies for the employees to be efficient at individual level (Paillé,
Chen, Boiral and Jin, 2014).
Impact of training and development on organizational performance:
Training is the one of the most important key factors in order to achieve the organizational goals.
The employees themselves play better roles in defining their own requirement of training so as to
match their skills with the requirements of the organization. The major aim of human resource

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management in this context should be to hire the people who have the capability to integrate the
eternal and internal information and turning it into better knowledge that can be transferred to the
employees (Alfes, Shantz, Truss and Soane, 2013). By conducting the training session at the
organization, various skills can be developed among the employees of the organization.
Companies who want to attain the competitive advantage through their employees have to make
efforts in conducting the training session that results in developing the skills of the employees by
providing them proper and frequent trainings (Grohmann and Kauffeld, 2013). Understanding of
the company’s objectives is very much important at the time of making the targets and the
objectives of the training. There are many companies that facilitate their employees and provide
them with great training programs so as to develop their skills. Amazon is one of the companies
that provide the training to their employees even before hiring them (Sung and Choi, 2014). This
is because the company has the objective to achieve higher sales and thus it is required to have
theta tactics in its employees. The company claims that they want their owner to be the
employees and thus also trains the employees to work from home so that they can balance their
work as well as their personal life. AT&T is another company that serves the market with
telecom services. It is the company that has its own university that allow the employees to
educate themselves with the Nano-degrees in the field of mobile and technology (Ford, 2014).
Both the companies that have been discussed above are the companies having different
organizational objectives but they have set their training programs as per the objectives of the
company (Elnaga and Imran, 2013). It has been analysed that provision of training develop the
morale of the employees and also helps the employees to feel motivated. As far as the hotel
industry is considered, it has been analysed that kit is the most industry that deals with many
services and the employees working in this industry has the aim to make the customers feel
comfortable and satisfied (Ferreira, 2016). Thus, these employees need to be trained at the level
so that they can deals with the customers from any location. Marriot is one of the hotel chains
that serves the employees with great training programs and explore their knowledge and skills
regarding customer’s interaction. The methods that are used by Marriot are virtual as well as in
person (Cummings and Worley, 2014). The company provides training to the employees in every
half year so that the changes in the practices in hotel industry can be informed to them. This also
helps the employees to develop themselves individually and motivates them to develop their

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career. It has been analysing that training and development is the function of the human resource
management that deals with development of the employees as well as the organizations.
Conclusion:
It has been concluded from the above discussion that human resource management is the most
important function of the organization that directly affect the performance of the organization.
This is because every organization depends on the workforce that is working for the company. It
is required by the companies to provide ad update the skills of the employees so that they can
work as per the current skillsets and provide organization with the competitive advantage. It has
also been analysed that training and development of the company also motivated the employees
who helps the employees perform better for the company. The sot important thing that needs to
be considered is alignment of the training objectives of the employees with the objectives of the
organization.

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References:
Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human
resource management practices, engagement and employee behaviour: a moderated mediation
model. The international journal of human resource management, 24(2), pp.330-351.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage
learning.
Elnaga, A. and Imran, A., 2013. The effect of training on employee performance. European
Journal of Business and Management, 5(4), pp.137-147.
Ferreira, A.P.V.G., 2016. Training and Development in Organizations: Start at the Beginning.
In MBA (pp. 105-121). Springer International Publishing.
Ford, J.K., 2014. Improving training effectiveness in work organizations. Psychology Press.
Grohmann, A. and Kauffeld, S., 2013. Evaluating training programs: Development and
correlates of the questionnaire for professional training evaluation. International Journal of
Training and Development, 17(2), pp.135-155.
Paillé, P., Chen, Y., Boiral, O. and Jin, J., 2014. The impact of human resource management on
environmental performance: An employee-level study. Journal of Business Ethics, 121(3),
pp.451-466.
Sung, S.Y. and Choi, J.N., 2014. Do organizations spend wisely on employees? Effects of
training and development investments on learning and innovation in organizations. Journal of
organizational behavior, 35(3), pp.393-412.