University HRM Report: Training and Development Importance

This report delves into the critical area of training and development within the context of Human Resource Management (HRM), specifically focusing on its strategic aspects. It begins by defining the scope of training and development and its significance within strategic HRM (SHRM), highlighting the importance of aligning training initiatives with the overall organizational mission and vision. The research explores the role of leadership in training and development, recognizing leaders' influence in fostering a culture of continuous learning and skill enhancement. The study employs both qualitative and quantitative research methodologies, discussing their respective advantages and disadvantages to analyze the effectiveness of leadership in training programs. The report provides a literature review that discusses various research findings, and identifies a gap in research regarding the role of leadership in training and development. The methodology section details the research design, including the use of survey questionnaires and interviews with managers. The findings of this research are presented, and the report concludes with recommendations for enhancing training and development programs and offers suggestions for further improvement. The report offers insights into SHRM and how training and development can be improved.

Running Head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note:

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EXECUTIVE SUMMARY
The purpose of this paper is to define the area of training and development within human
resource management. The paper will skillfully demonstrate the literature review on the key
aspects of the research work including training and development, leadership, and strategic human
resource management. The researcher will adopt both the qualitative and quantitative approaches
of research. The probable advantages and disadvantages of qualitative and quantitative research
are discussed afterwards. The advantages and disadvantages of the research methodologies will
help the researcher to analyze the effectiveness of both the researches. The findings will reflect
the further implementation of the outcome of literature review on real life situations. The paper
will briefly record the fruitfulness of all the discussion in the concluding section. Additionally,
the paper will dig steep into some recommendation to be attached with training and development
program for further improvement.

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TABLE OF CONTENTS
Introduction..........................................................................................................................3
Background of the study..................................................................................................3
Aim of the study..............................................................................................................3
Objectives of the study....................................................................................................4
Research Questions..........................................................................................................4
Literature Review................................................................................................................4
Literature Gap..................................................................................................................6
Methodology........................................................................................................................7
Research Design..............................................................................................................7
Research Critique.............................................................................................................8
Findings.........................................................................................................................10
Conclusion.........................................................................................................................11
Recommendation...............................................................................................................12
Reference...........................................................................................................................14

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Introduction
Background of the study
Comparison of Human resource management with Strategic Human Resource
management is the best way to define the term SHRM. The basic requirement of HRM is
fulfilled by the procedures of recruiting and hiring the suitable candidates for an organization.
On the other hand, SHRM considers the procedure of recruiting and hiring with proper alignment
with the mission and vision of the organization. It is a practice of attracting, developing,
rewarding, and retaining the employees to provide ultimate benefit to the organization (Noe et
al. 2015). Along with the organizational benefits, SHRM puts equal importance on individual
growth and development within the organization. In SHRM the departments perform positive
communication between all the existing departments of the organization. One of the integral part
of SHRM is training and development and its connection with leadership. Training the fresher
candidates for the organization is a tough job. It is the process to orient the employee with the
organizational culture, mission, and vision. Through trainings the leaders strengthens the pillars
of the organization. Training and development is a process to manage the competitive edge
within the marketplace.
Aim of the study
Hence, the research aims to investigate about the importance of training and development
in the field of strategic human resource management. SHRM is a broader domain of study and
the training and development is a crucial and integral part of the entire procedure. Along with
this, the paper also aims to investigate about the role of leadership in training and development
of the existing and fresh workers.

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Objectives of the study
The research work is grounded on the notion of SHRM and importance of training and
development in this field. The objective of this research work is
 To define the term training and development in SHRM.
 To understand the importance of training and development in SHRM.
 To understand the role of leadership for training and development in SHRM.
Research Questions
 What is the definition of training and development in SHRM?
 What is the importance of training and development in SHRM?
 What is the role of leadership for training and development in SHRM?
Literature Review
According to Bratton and Gold (2017) the term strategic HRM, is a practice of attracting,
rewarding, developing, and retaining the employees. All the procedures are aimed at securing the
organizational benefits and also provide individual achievement. The Human resource
department observed with strategic management work as a whole and does not perform
autonomously in a silo (Holten, Bøllingtoft and Wilms 2015). Rather they are observed with
performing healthy communication between internal departments of a single organization.
Hence, the strategic management is the reflection of the plan of achieving success for the desired
goal of the entire organization. Jackson, Schuler and Jiang (2014) mentioned that nothing is
static in this competitive world. The organizations need to be dynamic in their business
procedure with continuous implementation of strategic changes. It provides competitive
advantage to the organization with an active perspective. Comparing to this, Brewster and

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Hegewisch (2017) mentioned that larger organizations generally implement innovative training
and development to utilize the existed skills of organizational development. The study mentioned
that training and development is a system where the staffs pay less concentration on projects
during the training sessions. Hence, the larger organization focuses on on-job training to enrich
the employees with greater skills.
Wright, Coff and Moliterno (2014) mentioned some reasons to provide training within
the organization. It includes increasing the productivity and maintain the quality standards.
Training and development is required to increase the stability and flexibility of the organization.
It helps to reduce supervision and direction. Along with this, proper training and development
helps to use the economic resources and heighten the morale. Training and development is the
key aspect to manage the performance within the workplace (Elnaga and Imran 2013). It is
carried out with the technical shift in the market with the implementation of new strategies in the
workplace. These group of researcher associate a set of goals with the procedure of training and
development (Sonnino 2013). These goals include – improvement of morale, confidence and
skills, improvement of the human relations, improvement of the organizational proficiency,
eliminating the requirement of monitoring, and enhancing the viability, flexibility, and scalability
of the organization (Kulkarni 2013).
Strategic HRM is the important field that covers the procedure of planning for hiring,
training, and compensating depending on the mission of the organization (Choy 2014). It also
aligns the operational goals of the management. Management is a field that always includes
some operational goals that include – enhanced performance, quality, productivity, and customer
satisfaction. The management department also search for the suitable personnel for best
acquisition of training and development program Imran and Tanveer (2015). Hence, these group

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of researchers provide more importance on making the program of training and development, a
part of organizational culture.
Providing efficient training and development to the employees are not enough for the
employees. The leaders or the managers need to measure the outcome of the training and
development program to assess the entire procedure (Njoroge and Gathungu 2013). Successful
companies measure the upshot for assuring the quality of services throughout the tenure. For this,
organizations opt for training the managers to evaluate the activities of the employees from the
initial period. The managers also need to give constructive feedback and training accordingly.
Rumsey (2013) mentioned some positive impact of training and development on
organizational management. Training and development program helps to address the weakness
observed during the course of the entire program. It helps to enhance the activities of the existing
employees (Kulkarni 2013). Helps to make proper alignment with human resource management
and organizational growth. Skilled personnel of the organization helps to generate complete
satisfaction to the consumers. Not only the consumers, but also the employees become satisfied
with their own performance within the organization.
Literature Gap
The conducted literature review successfully develops knowledge about strategic human
resource management. In SHRM, training and development is an integral part. The literature
review helps to understand the importance of training and development in the field of human
resource management. However, there are not enough researches available on the concept of the
role of leadership in training and development. Leadership possess a huge part in the training and
development. Hence, this research work will quest for the effectiveness of leadership in the field
of training and development within the organization.

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Methodology
Research Design
For this research work, both the quantitative and qualitative approach will be selected.
For the quantitative research, a survey questionnaire will be prepare. Five reputed organizations
will be selected with the procedure of random selection procedure. All the staffs of the
organizations will be provided with a survey questionnaire to measure the effectiveness of
leadership in training and development. The efficiency of the questionnaire will be measured by
five parameters of Likert scale. Ten managers from the chosen organization will be selected for
the interview. They will be provided with four open ended question to assess their ability in
providing training and development for organizational growth.
1. The leadership programs clearly define the responsibilities of the employees.
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
2. The leaders are skillful enough to handle any situation within the organization.
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
3. Employees are not satisfied with the relationship between the manager and themselves.
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
4. Leaders help to provide proper training to the new as well as the existing employees.
a) Strongly agree
b) Agree
c) Neutral

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d) Disagree
e) Strongly disagree
5. The trainings are not enough to bring both the organizational and individual
satisfaction.
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
Figure 1: Survey questionnaire
1. What are the effective leadership qualities?
2. What are barriers to effective leadership within the organization?
3. Provide some recommendation for effective leadership within the organization?
Figure 2: Interview questionnaire
Research Critique
Research work is considered as an extensive process and it requires lot of steps to be
followed in order. Within this research, both the qualitative and quantitative researches are
observed with some advantages and disadvantages during the time of conduct.
Advantages and disadvantages of qualitative research

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 Qualitative research helps to understand the pattern of the organizational behavior. It
would be easy to determine whether the leadership quality requires to be changed or not
(Flynn and Herrington 2015).
 Usually, qualitative research work include smaller sample size. Hence, it is less
expensive and helps to gather more information within a scheduled timeframe (Weil
2017).
 It is an open-ended process that allows the researcher to know more about the selected
field of study. It allows the leaders to demonstrate their perspective about effective
training and development programs to reach the organization goal.
 On the other hand, there are some disadvantages of qualitative research. It cannot be
considered as a statistically represented data. It only provide perception based data for the
research work.
 It is only depended on the experience of the researcher. In this case, the researcher should
also have proper knowledge on effective leadership in training and development to
measure the perspective of the interviewees.
Advantages and disadvantages of quantitative research
 There is a possibility of rapid collection of data with quantitative approach of research.
Survey is highly beneficial for real time data gathering. The sample of the quantitative research work is randomized. Hence, it is a bias free
research procedure. The quantitative research work helps to collect reliable data. It can be validated by
serving consistent results when similar concept of data are examined with the randomized
condition (Rahman 2017).

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 On the other hand, the quantitative research also observed with some disadvantages. First
of all, the researcher often face deficiency of academic or non-academic resources for the
research work (Pham 2018). Along with this, there are various developing countries that
may lack knowledge and efficient resources to conduct the quantitative research. Quantitative research can be observed with inability to manage the environment. Starman
(2013) states researcher often face problem to control the environment especially during
the time of participants are answering the questions of any survey. One of the characteristic feature of quantitative research is to involve close ended
question. It somehow limits the outcome of the research that was outlined within the
proposal. Hence, it is not possible to blindly rely on the results for the actual occurring
(Hammersley 2017). For an instance, the survey question ‘leaders are skillful enough to
provide training and development effectively’. The participant may answer in strongly
agree or disagree. However, it cannot measure the lacking points or most fruitful skill of
the leader. Quantitative research work requires expanded analysis of the statistics. It can be
considered as a difficult situation for the researcher of the non-statistical background. The
analysis requires the knowledge of scientific domain and it will be difficult for the
researcher from arts or non-mathematic background.
Findings
The findings demonstrate the identification of the research problem. It will help to assess
the efficiency level of the leaders in terms to provide training and development for the existing as
well as the new employees of the organization. The key stakeholders of this research work will
be highly benefitted by the outcome of the research work.

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Stakeholder Level of Interest Feedback Method
Operating managers High 1-2-1 meeting
Wider Community Low Providing the report
Surface/executive level
employees
Med Group meetings
From the above table, it can be easily understood that the stakeholders who can be highly
benefitted by the research work are the managers. The managers or the leaders will be capable to
understand their points of inability to providing the training and development. The surface or the
executive level employees will be benefitted to share their feedback for their own organizational
structure. Their capability to understand the perspective of the management will be clarified by
the entire research work.
Conclusion
As a conclusion, it can be mentioned that Strategic human resource management is itself
a broader concept that includes various aspects for fulfillment. Training and development is the
way the management department orients the employees with the organizational culture and
value. Leaders are the personnel responsible to provide effective training and development to the
employees. From the literature review, it is quite easy to define the term training and
development through effective leadership. The proposed research work will help any

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organization to measure their leadership quality. This research work will also help the employees
to develop a positive understanding about their own organizational culture.
Recommendation
No matter how effective the organizational management and leadership, there is always a
scope or space for recommendation. Recommendations expands the thinking ability of the
person to identify new and possible suggestion to achieve and maintain the business position.
Recommendation to improve the effectiveness of training and development through leadership
are mentioned in the following section.
 First of all, the companies should identify and analyze the strengths of the competitors.
The human resource departments must monitor the social media optimizations by their
competitors. The social media platforms will be able to demonstrate the initiative taken
by the rival group to measure the consumer behavior and providing complete customer
satisfaction. Apart from monitoring the social media platforms the leaders can initiate
some online surveys for their employees for self-assessment.
 Surveying the employees on a regular basis is a greater initiative by which the leaders can
assess the efficiency of the management department. The employees face lot of situations
within the organization including internal competition and conflicts. From this survey,
the employees will be aware about the concern of the leading department of the
organization.
 Build a proper alignment between training and operational goals of the management. The
operational goals include enhanced performance, productivity, level of customer
satisfaction, and quality. One the leaders become aware about their goals; they must
design some program to look for right personnel of the organization with proper niche of

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training. The leaders can design some onboarding process and training for newly hired to
ensure proper knowledge delivery to the employees.
 Conducting a SWOT analysis of the organization will help the leaders to identify their
strengths, weaknesses, opportunities, and threats. Identification of the weaknesses allows
the leaders to implement some improvement strategies to avoid any negative
consequence.
 Finally, the leadership strategies must be woven within the company culture. It refers to
providing life-long-training to the employees based on some philosophies to provide the
complete satisfaction. As an example, the leaders should always determine whom to be
promoted and whom to be demoted. Along with this, the leaders must celebrate the
success of any individual employee for maintaining positive atmosphere within the
organization.

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Reference
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Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in european human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Choy, L.T., 2014. The strengths and weaknesses of research methodology: Comparison and
complimentary between qualitative and quantitative approaches. IOSR Journal of Humanities
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Elnaga, A. and Imran, A., 2013. The effect of training on employee performance. European
journal of Business and Management, 5(4), pp.137-147.
Flynn, E.A. and Herrington, V., 2015. Toward a profession of police leadership (pp. 1-18).
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managers through a teaching and learning programme. Management Decision.
Imran, M. and Tanveer, A., 2015. Impact of training & development on employees’ performance
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Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The academy of management annals, 8(1), pp.1-56.

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Kulkarni, P.P., 2013. A literature review on training & development and quality of work
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