HRM Essay: Role and Importance of Organisational Training

This essay delves into the critical role and significance of organizational training and development within the realm of Human Resource Management (HRM). It defines training as a process of imparting knowledge and skills to enhance employee performance and organizational effectiveness, emphasizing its contribution to a firm's competitive advantage. The essay explores various training methods like on-the-job training, mentoring, and coaching, and discusses organizational development as a planned effort to improve overall effectiveness. It highlights the benefits of training, including improved employee performance, satisfaction, and retention, as well as its role in fostering leadership and adapting to new technologies. The essay also acknowledges potential challenges like time and cost constraints while concluding that training is vital for long-term growth, increased human capital, and overall organizational success. The essay references several academic sources to support its arguments.

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Human resource management
5/14/2019

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“The role and Importance of Organisational training and development”
The essay brings about the discussion on the topic, “the role and importance of organisational
training and development and the related aspects. The concept of organisational training and
development is the subsystem of any organisation that emphasizes on the level of
performance of the individuals and groups. It can be stated that these are the key concepts of
human resource management, and contribute to the competitive advantage earned by a firm.
Therefore, the essay will determine the meaning, role and benefits of training and
development within firms and also in terms of higher performance and success in the long
term.
Training can be defined as the process of learning and providing the knowledge, and skills to
the employees for performing their job roles effectively, and qualitatively. It also involves
the aspect of behaviour of employees, for increasing their productivity and performance in
the organisation. Training and development in organisations are considered vital functions of
human resource management. The process of training develops competencies, which include
knowledge, skills, and behaviour that are critical for enhancing the performance at job. It
enables people to accept new things, or change and work more effectively together within a
team. Training to the employees in organisation, leads to the growth and increment of the
intellectual capital (Bell et al., 2017).
Organisations or managers at the workplace can provide training to the employees using
number of methods such as, On the job training (OJT), self-directed learning, apprenticeship,
behaviour modelling, coaching, mentoring, and group discussions, business games and case
studies (Muduli, 2015).
Discussing about organisational development, it has been understood that OD refers to the
aspect of planned effort for a work group or organisation to support and enhance the overall
effectiveness and growth in the long term. Development in an organisation is ensured through
managing the behaviours of people working in the organisation. It is an on-going and
continuous process, and aim at fulfilling the needs of the individuals along with the
organisation (Maurer and London, 2018).

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Training as a support function, is of great value to the organisation, as it aligns well the
strategies, goals and objectives of the business. It therefore improves the overall
organisational performance by improving the financial and intellectual resources and
activities of the business firms. The function of training is observed as auxiliary to other core
management functions, such as finance, marketing, IT, and other important function of HR.
In addition, effective training saves labour by reducing the time spent on the aspect of
problem solving and save money by retaining competent workers in the longer term (Donate,
Peña and Sanchez de Pablo, 2016).
One of the significant roles of organisational training and development is leadership, as it
prepares employees for the challenges faced in the attainment of organisational objectives. It
further develops leadership qualities and abilities, leading to effectiveness of the employee
performance. Analysing the functions of training and development, it has been found that it
provides environment for various learning opportunities through workshops, seminars,
coaching to the employees working in the organisation. Effective training and development
opportunities or initiatives helps the managers retain right kind of people or employees and
grow profits in the organisation. Therefore, it is one of the vital function or role of imparting
training and development to the individuals in the organisation (Evers, Van der Heijden and
Kreijns, 2016).
For an example, mentoring is a key function of the management, and it matches the less
experienced employees with the more experienced members of the organisation. This is done
with the help of formal and informal programmes, as through aspect of formal mentoring
programs, managers can reduce the turnover, enhance the process of recruitment, and
improve work environment and performance of employees. Thus, it has been understood that
an HR plays an important role in determining effective training of employees, and their
development in the future years. Furthermore, the need or role of training has been observed
in organisations included supporting the employees acquire required skills to work with new
technologies and systems. Moreover, training programmes increases the ability of the
employees to manage with customers with various issues, by responding to their queries and
complaints timely (Kirwan, 2016).

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Some other important role or function of the training in an organisation also includes
minimising the frustration or anxiety of the workers. It has been found that sometimes,
employees feel demotivated or unable to perform their job with the desired level of
performance, often end up leaving job. In consideration to such issues, there is an increased
importance of the aspect of training within organisations (Rehman, Abdul, 2013).
To state the function or role of OD i.e. organisational development, it has been analysed that
OD facilitates ensuring balance the change within firm to meet their goals. The first and
important function of organisational development is to enhance the level of effectiveness of
an organisation through planned interventions or processes. Therefore, these are some of the
important role of organisational training and development to lead effective employee
performance (Kadiresan et al., 2015).
Training and development are two vital functions of the management of any organisation, and
therefore leads to numerous benefits to employees and organisation. One of the major
benefits of focusing on the aspects of organisational training and development includes
employee development. It means when a manager provides training to their employees, it
leads to enhancement of their skills and abilities to perform a job or task. This further leads to
development, and shapes a more efficient, competitive and engaged workforce within
organisation. Ultimately, it benefits the organisation, in terms of reduced absenteeism,
employee turnover, and helps in increasing the rate of productivity (Cohen, 2017).
Therefore, it can be stated that the training and development in workplace is important and
leads to several benefits such as improved employee performance, employee satisfaction and
morale, consistency, and increased reputation of the organisation. The programmes
organised to provide training in organisation helps employees to strengthen their skills, and
overcome weakness related to their tasks or job roles (Odle-Dusseau et al., 2016).
Employee morale and level of satisfaction is determined as great importance and benefit of
the training programs used in organisation. Employees feel more valued when an
organisation invests their resources and time for their development. Training creates a

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supportive workplace and the employee appreciated for their work through training gain high
levels of job-satisfaction (Kassar, Rouhana and Lythreatis, 2015).
It is essential from the perspective of employees, as they must be consistent with the basic
policy and procedures of the company. This further leads to increase in the efficiency in
processes resulting into financial gain to the managers. Furthermore, it has been found that
on-going training and up-skilling of the workforce or employees in the organisation
encourages creativity. Employees with their skills and creative minds bring innovation in
their new strategies and products in the organisation. The element of creativity in the
employees facilitates them in taking correct decisions, related to their work or job. Training
and development strategy also helps mangers in developing a strong employer brand and
establishes good image of the company for the prospect candidates. Training enables
managers to attract new and young talent in the organisation especially; those who want to
increase their skills at job (Srivastava and Dhar, 2015).
From the above discussion, it has been understood that training and development in
organisations is of vital importance for the long-term growth and success. However, many
organisations resist providing training to their employees, due to number of factors. Training
and development programs are time-consuming and often involve a high costs and expenses
of the management. Not only the money that is invested in the employees, every company
spends almost 31.5 hours on an employee for developing their skills. Looking at these
aspects, it has been found, there are some of the issues that the company face during training
their employees. Besides, this there may be judgemental opinions or prejudices of the
managers towards some of their employees, and they may be unwilling to provide training
to them. This determines one of the most common scenarios observed in the modern
organisation (Noe et al., 2017).
Nevertheless, there are no major disadvantages of providing training to the employees. As
learning, something new and developing skills related to their job is always beneficial to an
employee as they gain new experiences. Therefore, organisations must provide training to the
employees to increase their skills and abilities to outperform others in their workplace. Thus,
benefits the organisation, in return by creating a supportive workplace, and leads to enhanced
efficiency and organisational performance (Odle-Dusseau et al., 2016).

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To conclude the above discussion it has been analysed that training and development of
within firms lead to enhancement in overall efficiency. Managers or organisations achieve
high performance of the employees and it further leads to attainment of goals and objectives.
It also increases the human capital of the organisation and assists personnel managers in
reducing the employee turnover. This aligns with the stated policies and procedures of the
company and ensures accountability of the employees as they gain knowledge and skills. The
essay has described well all the aspect, i.e. function and significance of training and
development in organisations. In addition, the negative aspect of the concept of training and
development to employees in organisations is also mentioned in the essay. Hence, trained or
skilled employees boost up the profitability and growth of the organisation in the long-term.

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References
Bell, B.S., Tannenbaum, S.I., Ford, J.K., Noe, R.A. and Kraiger, K. (2017) 100 years of
training and development research: What we know and where we should go. Journal of
Applied Psychology, 102(3), p.305.
Cohen, E. (2017) Employee training and development. In CSR for HR (pp. 153-162). United
Kingdom: Routledge.
Donate, M.J., Peña, I. and Sanchez de Pablo, J.D. (2016) HRM practices for human and
social capital development: effects on innovation capabilities. The International Journal of
Human Resource Management, 27(9), pp. 928-953.
Evers, A.T., Van der Heijden, B.I. and Kreijns, K. (2016) Organisational and task factors
influencing teachers’ professional development at work. European Journal of Training and
Development, 40(1), pp. 36-55.
Kadiresan, V., Selamat, M.H., Selladurai, S., Ramendran, C.S. and Mohamed, R.K.M.H.
(2015) Performance appraisal and training and development of human resource management
practices (HRM) on organizational commitment and turnover intention. Asian Social
Science, 11(24), p.162.
Kassar, A.N., Rouhana, A. and Lythreatis, S. (2015) Cross-cultural training: its effects on the
satisfaction and turnover of expatriate employees. SAM Advanced Management Journal,
80(4), p.4.
Kirwan, C. (2016) Improving learning transfer: A guide to getting more out of what you put
into your training. United Kingdom: Routledge.
Maurer, T.J. and London, M. (2018) From individual contributor to leader: a role identity
shift framework for leader development within innovative organizations. Journal of
Management, 44(4), pp. 1426-1452.
Muduli, A. (2015) High performance work system, HRD climate and organisational
performance: an empirical study. European journal of Training and development, 39(3),
pp.239-257.

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Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M. (2017) Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Odle-Dusseau, H.N., Hammer, L.B., Crain, T.L. and Bodner, T.E. (2016) The influence of
family-supportive supervisor training on employee job performance and attitudes: An
organizational work–family intervention. Journal of occupational health psychology, 21(3),
p.296.
Rehman, Abdul. (2013). Role of Training and Development in an Organization. SSRN
Electronic Journal. 10.2139/ssrn.2480345.
Srivastava, A.P. and Dhar, R.L. (2015) Training comprehensiveness: construct development
and relation with role behaviour. European Journal of Training and Development, 39(7), pp.
641-662.