Human Resource: Training Process and Leadership Development Report

This report delves into the critical role of training within human resource management, emphasizing the importance of leadership development and its impact on employee retention. It identifies significant forces influencing workplace dynamics, highlighting the value of attracting and retaining talent. The report selects leadership development as a key area for training, providing a detailed rationale for its selection and outlining its importance in fostering employee satisfaction and organizational success. A leadership training template is presented, covering needs assessment, skill enhancement, and evaluation methods. The report concludes by underscoring the necessity of flexible, stable, and adaptable training programs to meet evolving workplace demands and promote long-term organizational growth. The report references several academic sources, including studies on training needs assessment, leadership, and employee commitment, to support its analysis and recommendations.

Running Head: Human Resource 1
Role of Training Process

Human Resource 2
Contents
Introduction......................................................................................................................................3
Significant forces.............................................................................................................................3
Attracting and retaining talent......................................................................................................3
Area of training and development...................................................................................................4
Importance of leadership development........................................................................................5
Reason for selecting ‘leadership development’...........................................................................5
Leadership training template........................................................................................................7
Conclusion.......................................................................................................................................9
References......................................................................................................................................10

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Introduction
Workplace training is helpful in expanding the skills and knowledge base of the
employees within the organization. Training is the important function of human resource
management related to the activity of company for improving the performance of the employees.
Training is also used to enhance the performance of the employers in order to meet the future
expectations. Training is an important function of HRM. The key objective of training is to
enhance and acquire knowledge, skills and attitude towards the job role (Abbad & Ferreira,
2012). This is one of the most essential motivators that can lead short-term as well as long-term
remunerations for the employees and organizations. This report identifies the most significant
force of in the workplace. Along with this, the report will also select an area in which training
program is required. A project plan is also provided about developing the process.
Significant forces
There are number of significant forces that may impact on the working and learning
process within the organization. Those forces include increased value placed on tangible assets,
sustainability, focus on link to organizational strategy, globalization, and human capital,
attracting and holding talent, customer service and excellence focus, varying demographics,
technology, high performance models of work systems and financial transforms. One of the most
significant forces of training is attracting and retaining talent within the organization. The reason
of selecting this force is that employee retention is an attempt by the organization to keep the
employees in the workforce. The efforts at the employee retention must be targeted at the
contributing employees who enhance the value in the company. Employee retention is the
important characteristic for every company in terms of competitive benefits as human resource is
the most important advantage of current world. In order to get proficient and retain capable
human capital is not an easy task for the organizations. So, organization is using various HR
techniques for the retention of employees i.e. employee training and development process (Reed
& Vakola, 2006).
Attracting and retaining talent
In the era of technological advancement and development, training has become essential
for each organization in order to uphold in the international market. Training can be described as

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the considered involvement that is designed to improve the performance of employees in the job
role. Along with this, by the training process, survival of the company is possible. Training is a
practical education by which skills and knowledge can be developed in the employees. This is
basically associated to current job role and the continuing circumstances. In order to retain the
employees, efficient counselor is required in the organization as by him, the best shift of the
training is feasible. Basically, employees suppose superior liability in the job after the training
process and in such circumstances, retention can be enhanced. Training is positively associated
to discharge rate as organization initiate training program to develop the skills in lower skilled
employees. On the job role training has impact on the salaries of the employees positively (Ling,
Qing & Shen, 2014). The training program enhances the employee retention by various ways
those are discussed below:
Empowering people-
Training makes employees feel empowered within the organization. When the
organization enhances the training programs, it makes the employees feel like better
professionals. They feel confident and empowered to handle the tasks in their job role. All these
developments lead to enhanced retention rates in the organization.
Enhanced job satisfaction rates-
Training programs are one of the important elements to realize the job satisfaction of
employees. Training is helpful for the staff in improving their skills and improving their value in
the firm. High level of job satisfaction means high level of retention rate in the organization.
Rooms for promotion-
By the effective training programs, employees are able to acquire new skills and
expertise. Many of the employees are willing to stay and attend the training programs so that
they can achieve their organizational goals. Training is beneficial for them in a better position to
manage tasks. Employees can save the cost company incurred in hiring and training another
person by joining the training programs (Zheng & Hyland, 2007).

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Area of training and development
In an organization, there are various areas in which needs training sessions. For the
discussion, the selected area for the training program is development of management and
leadership skills. Leadership is the process that focuses on influencing others. The systematic
development of leader is the key to long-term success of the organization. Development of
leadership skills can be costly in terms of time and monetary outlets. In a leader, there should be
some traits like proactive, flexible, strategic, and adaptive at competitive position and culturally
competent (Nfila, 2005).
Importance of leadership development
In the organization, leaders deal with the rapid changes in terms of globalization, politics,
new technologies, environment changes, key values, attitudes and beliefs in order to implement
positive changes within the organization. HR managers consider the leadership development as
the important human capital challenge now and for future. The organizations are taking
systematic approach in order to develop leadership and management skills within the employees.
Organizations with the strong leadership development practices have high success in terms of
customer satisfaction, revenue, market share and profit (Parris & Peachey, 2013). Leadership
development includes formal and informal training and development programs in order to
expand management and leadership programs. For being effective, leadership development
should be approached holistically. In order to provide effective training, it is important to
understand the importance of leadership, direct and indirect cost incurred in leadership
development and ways to measure leadership (Jacqueline & Maria, 2006).
Reason for selecting ‘leadership development’
Leadership development includes various perform that are necessary for capitalizing on
the prospective of the organization in terms of human resources and development opportunities.
The reason for choosing the area of ‘leadership development’ is that leadership is an essential
and key factor for the success of any organization. There are some factors that show the
importance of leadership development within an organization:
 Recognition is more important as compared to financial rewards for the employees. It
means leaders can enhance positive culture and develop the organization for long team.
So, this increases the importance of leadership development.

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 Effective leadership is the reason for the employee satisfaction in the organization. So, in
order to keep the organization productive,, there is the need of trained leaders. Thus, the
leadership development is accountable for the employees’ satisfaction (Northouse, 2015).
 Organizations are focusing on leadership development from all the levels. Leaders is
today’s business culture are able to analyze the efficiency and human needs within the
organization.
 Leadership development has impact on the success of the organization as compared to the
culture of innovation of the organization. That is the reason, development of leadership
skills is important for the success of the organization.
 Development of leadership skills provides the organizations the opportunities to mentor
and coach strong potential leaders identifying natural talent based on their strengths
(Carmeli, Atwater & Levi, 2010).
 With the effective leadership, people in the organization are confident for their tasks.
Further, leadership development is important to enhance the productivity. Leadership
training includes emotional intelligence to improve the emotional skills within the
leaders.
 Leadership development is crucial for retaining the employees within the organization.
75% people leave their job due to ineffective leaders. By investing in leadership training,
organization can retain its employees and reduce costly hiring process (Voegtlin, Patzer
& Scherer, 2012).

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Leadership training template
Conducting
the Needs
assessment
Resources
Required
Who will I
need to
consult
Who will I
need to
Inform
Start
Date
Completion
Date
Notes
Handling
conflicts
Conflict
management
coaching
HR
department
Supervisors 01-
04-
2018
01-05-2018 One month
training
provided by
organization
learning
portal
Enhancing
skills
Coaching
approach
HR
Department
Manager 01-
05-
2018
01-06-2018 Online
courses for
listening
skills
Ensure
employees
readiness for
Training
Management
support
Reviewing
and giving
rating to the
employees
Manager Supervisor 01-
06-
2018
01-07-2018
Technical
support
Information
technology
services,
common
management
system
Manager Technical
department
01-
07-
2018
01-08-2018
Create the
Learning
Environment
Implementing
active
learning
strategy
Collection of
feedback of
data
Manager Training
and
learning
department
01-
08-
2018
15-08-2018
Plan and
design
activity
Providing
clear
specifications
for sessions
HR
manager
Supervisors 15-
08-
2018
30-08-2018
Developing
and
Evaluation
Plan
Monitoring Questionnair HR Senior 01- 15-09-2018

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e survey and
checklist
manager Manager 09-
2018
Select
Training
Method
Coaching
from current
manager
Formal
mentoring
program,
lectures and
outdoor
training
Senior
Manager
HR
manager
15-
09-
2018
30-10-2018
Conclusion
Based on overall analysis, it is analyzed that to develop the leadership skills, it is
essential to give effective training to the staff in order to coordinate with the new tasks. In case
of any organization, the selected drivers are essential for the training of the employees so that
they can be retained in the job role. From the above discussion, it is also analyzed that training
can be provided to enhance the leadership and development skills for achieving growth and
success. It is analyzed that the organization sometimes suffers due to the lack of proper training.
So, the organization must be equipped with the characteristics of flexibility, stability and
adaptability. Further, this is basically related to current job role and the ongoing situation. In
order to retain the employees, effective mentor is required in the organization as by him, the best
transfer of the training is possible.

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References
Abbad, G. & Ferreira, R. R. (2012). Training Needs Assessment: Where We Are and Where We
Should Go: Brazil Administration review. 10(1). pp. 77-99
Carmeli, A., Atwater, L., & Levi, A. (2010). How leadership enhances employees’ knowledge
sharing: the intervening roles of relational and organizational identification. 36(3). 257-
274.
Jacqueline, R. & Maria V. (2006). What role can a training needs analysis play in
organisational change: Journal of Organizational Change Management. 19 (3). pp.393 –
407
Ling, L., Qing, T., & Shen, P. (2014). Can training promote employee organizational
commitment? The effect of employability and expectation value: Nankai Business Review
International. 5(2).162-186
Nfila, C. (2005). Training Needs Analysis. Retrieved from
http://www2.uwstout.edu/content/lib/thesis/2005/2005nfilac.pdf
Northouse, P. G. (2015). Leadership: Theory and practice. Sage publications.
Parris, D. L., & Peachey, J. W. (2013). A systematic literature review of servant leadership
theory in organizational contexts: Journal of business ethics.113(3). 377-393.
Reed, J. & Vakola, M. (2006). What role can a training needs analysis play in organizational
change: Journal of Organizational Change Management. 19(3). 393-407.
Voegtlin, C., Patzer, M., & Scherer, A. G. (2012). Responsible leadership in global business: A
new approach to leadership and its multi-level outcomes: Journal of Business Ethics.
105(1). 1-1
Zheng, C. & Hyland, P. (2007). Training practices of multinational companies in Asia: Journal
of European Industrial Training. 31(6). pg. 472-494