HRM Training and Development: Issues, Challenges, and Solutions

This report examines the crucial role of Human Resource Management (HRM) in training and development within organizations. It highlights the importance of effective training programs in enhancing employee skills, boosting productivity, and achieving company objectives, referencing examples like Sainsbury's. The report identifies key challenges such as the pace of personnel planning, engaging learners, and lack of conflict management. It then proposes solutions and discusses relevant HRM theories like Organizational Behaviour Theory, Motivation Theory, Resource-Based Theory, and Transactional Theory, illustrating how these frameworks can address the identified issues and improve training effectiveness. The conclusion emphasizes the significance of training and development while acknowledging the potential challenges managers and companies may face during program implementation.

Research notes:
Training and development function is the major function which is to be performed by HR
manager in the organisation. This function can be converted into the issue or challenge for the
company.
Role of HRM:
Training and development is the major function which is performed by HR manager. Let
discuss in detail:
The role of human resource is to ensure that new employees and candidates should
acquire proper knowledge and skills to perform various tasks in the organisation (Islam, 2020). If
leaders and mangers will provide proper training and development sessions to the employees,
then they will also enhance their skills and abilities to perform any task. Proper training and
development sessions boost overall productivity and efficiency of workforce and this will result
in ultimately increase in company goals and objectives. For example- company like Sainsbury is
providing effective and development sessions to the employees. This will helps the employees in
learning new skills and performing them on their task given as well.
Identification of HR issues:
 Pace of Personnel planning: There will be a risk of training that will cause employee
more stress. Trainers should consider in mind that employees personal time should not be
included in development sessions and training sessions should be the sure way to
approach.
 Engaging learner: It is a challenge to get learners to attend, participate and follow
through. Managers needs to engage learners and employees towards the achievement of
goals and objectives.
 Lack of conflict management: The role of human resource is to ensure that new
employees and candidates should acquire proper knowledge and skills to perform various
tasks in the organisation (Islam, 2020). If leaders and mangers will provide proper
training and development sessions to the employees, then they will also enhance their
skills and abilities to perform any task.
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Resolve of HR issues and challenges:
 Lack of commitment
 Training that is not relevant
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
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. For
using this theory, one must understand human nature better and understand how motivation can
impact the performance of employees.
Resource based theory: The resource based theory as theoretical foundation in HRM
that is based on some assumptions that resource remained stable over time. Observations
indicates that workers are well motivated and are more productive. This can solve training and
development issues and challenges.
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 can be in the form of monetary or non- monetary. This
transactional theory helps the employees in being motivated towards the work and helps the
company in achievement of goals and aims.
Conclusion:
Training and development is most important function of human resource management.
But managers and company can find certain issues and challenges while conducting training
programmes to the staff members.
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References
Books & Journal
Mahomed, F.E. and Rothmann, S., 2020. Strength use, training and development, thriving, and
intention to leave: the mediating effects of psychological need satisfaction. South
African Journal of Psychology, 50(1), pp.24-38.
Shujahat, M and et.al., 2020. Knowledge Risk Management in two-tier HRM structures. In
Knowledge Risk Management (pp. 49-68). Springer, Cham.
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