Critical Analysis: Training & Development in Human Resource Management

This literature review critically examines the practice, process, and system of training and development within Human Resource Management (HRM). It highlights the importance of training and development for improving employee performance, achieving organizational goals, managing change, and reducing employee turnover. The review analyzes three journal articles, including a study on training in the UK public sector during austerity, an examination of personal development plans, and an assessment of training's impact on SMEs in the UK service sector. While the reviewed articles offer valuable insights, limitations include a narrow focus on employee performance or perception, and the use of small sample sizes. The review concludes by offering recommendations to stakeholders, emphasizing the need for more comprehensive studies and broader perspectives on the role of training and development in HRM.

Running Head: HUMAN RESOURCE MANAGEMENT 0

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Executive Summary
For the organizational change agenda, the critical review of the practice, process, and system was
to be conducted, for which a Human Resource area is considered in this report. The area selected
was “training and development.” The importance of training and development in organization
includes improvement in employee performance, the achievement of organizational goals and
objective, better change management in an organization, and a reduction in employee turnover.
For the study,
three- journal
articles on
training and
development were reviewed critically. Journal article about “Training in the public sector in a
period of austerity: the case of the UK” in this the author has done in-depth study on the topic,
where his approaches were beneficial like the use of primary source, and ensure logical
consistency.” Other two journals taken were “Journal article: Using a Personal Development
Plan for Different Purposes: Its Influence on Undertaking Learning Activities and Job
Performance,” and Journal article: “The Impact of Employees’ and Managers’ Training on the
Performance of Small- and Medium-Sized Enterprises: Evidence from a Randomized Natural
Experiment in the UK Service Sector.” One of the major disadvantage in all of the review was
limited study concern in their topic, considering only employee performance or perception, and
use of small size sample for the questionnaire.
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(student name)
10-2-2018

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Contents
Executive Summary.........................................................................................................................1
Introduction......................................................................................................................................3
The relevance of training and development in a workplace............................................................3
Literature review..............................................................................................................................5
Journal Article: “Training in the public sector in a period of austerity: the case of the UK”
(Jewson, et al., 2015)...................................................................................................................5
Advantages of approaches adopted by the author...................................................................6
Disadvantages of approaches adopted by the author...............................................................6
Journal article: Using a Personal Development Plan for Different Purposes: Its Influence on
Undertaking Learning Activities and Job Performance (Beausaert, et al., 2011).......................6
Advantages of approaches adopted by the author...................................................................7
Disadvantages of approaches adopted by the author...............................................................7
Journal article: “The Impact of Employees’ and Managers’ Training on the Performance of
Small- and Medium-Sized Enterprises: Evidence from a Randomized Natural Experiment in
the UK Service Sector” (Georgiadis & Pitelis, 2016).................................................................8
Advantages of approaches adopted by the author...................................................................8
Disadvantages of approaches adopted by the author...............................................................8
Conclusion.....................................................................................................................................10
Recommendation to stakeholders..................................................................................................11
References......................................................................................................................................12

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Introduction
An organization, to build an effective team of professionals needs an efficient human resource.
The fundamental functions of the HRM (Human Resources Management) group comprised of
recruiting people, performance appraisals, motivating employees, training them, workplace
communication, and workplace safety.
For successful change agenda of the organization, a critical review of practice, system, and the
process was done. In this report, the discussion will be conducted around the critical review of
training and development, an HR practice. The report will justify the reason for the selection of
training and development for the study, by describing its relevance in the workplace. For this
purpose, both positive and negative aspect will be discussed according to different informational
source approaches in the literature review.
The relevance of training and development in a workplace
1. Addressing weakness – most of the employees do have some sought of weakness in their
skills, which are required to perform a particular task in the workplace. A training
program enables the employee to strengthen their skill, which they lack and need to
improve to perform that task in a better way. Moreover, a development program is useful
for employees to get on to a greater level, where they all have comparable knowledge and
skills. These programs will reduce all weak links exist in the company, who depends
severely on employees to perform basic jobs. To create an inclusive knowledgeable
workforce, employees to work in groups or independently without any regulation or
constant help from others, providing these programs become important. For change
agenda, the need to review whether this area is working effectively or not becomes
essential (Frost, 2018).
2. Training improves the success rate of change management – approx. seventy percent of
the change initiatives fail due to negative employee behavior towards change and
management unproductive behavior. As per statistics, around 33 percent of organization
attitude do not support change and more than 39 percent of employees resist change.
Need for training arise due to such behavior, by providing adequate training, knowledge,

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and make them understand the need for change; the resistance for the change can be
reduced (Courtney, 2018).
3. Consistency – for the company’s basic procedures and policies, the consistency is quite
pertinent. With the structured training and development, an organization can ensure if the
employees are having consistent background knowledge and experience. For awareness
of expectations and procedure for employees within the organization is necessary. The
regular training program in different are will assure if all the employees or staff members
have been exposed to information at least once. (Manuti, 2015)
4. Training maintains visibility - According to a study, it is been observed that only forty
percent of the employees are aware of their organizational goals, tactics, and strategies, or
other relevant details like beliefs, perceptions, shared assumptions, and values. This
means that the employees have the least visibility about working for conducts of their
organization that does not make them have a sense of belonging. This could only improve
by employee understanding of the organizational environment. For which a sound
induction training is necessary for clearly shared missions, vision, strategies, and values
and embedded in daily work tasks (MacKean, 2014).
5. Improved employee performance – since with the training and development programs,
one will be more aware of proper procedures and safety practices for basic tasks, an
employee will be able to perform better his/her job. Training is also responsible for the
confidence level of the employee since the person has a better understanding of the
responsibility and industry, which he or she is liable for in the organization. This
confidence will push them to think new ideas and perform that will help them to excel in
their field (Anitha, 2014).
6. Training promotes employee engagement – in the change management process, the
engagement of employees are very necessary. If an employee, himself were part of the
change and playing important role in change management would not resistance to change
as such. This could be done with help of training and development program, that is the
reason for this area selection for the review (Ford, 2017).
7. Employee satisfaction – employees who are accessible to training and development
program feel they are valued as the company is investing in them. Moreover, a supportive
workplace is created with the help of a training program, because there is some

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information or practice which employee may not gain access without training. Employees
who are challenged through training opportunities and appreciated are more satisfied with
their jobs (Gibson, 2016).
8. Reduced employee turnover – the turnover rate is maximum at the time of change in the
organization. Effective training for employees to make them feel comfortable and
confident with their changing workplace, responsibilities, or job profiles can reduce the
turnover rate of the organization (Hill, 2015).
Literature review
Journal Article: “Training in the public sector in a period of austerity: the case of the UK”
(Jewson, et al., 2015)
(For reference: https://sci-hub.tw/https://doi.org/10.1080/13639080.2014.900169 )

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This research paper study, that had taken place to training or education in public section firms
inside the United Kingdom in a period of austerity. Its focuses on singular level statistics
accumulated over the period 2000–2012 and established order-degree records accrued from
company surveys done between 2005 and 2012. To diagnose these records in addition, seventy-
five qualitative interviews with employers of the public sector have been executed. Qualitative
consultations with those employed in the public sector deliver additional understandings into the
type of variations to training are happening, how and why. The study finds that while training
occurrence remained highly excessive inside the public quarter, establishment-stage manage over
planning and financing fell quicker than inside the private section. Overall, then, the studies
show that training in the public quarter stays extraordinary, in each its volume and system of
delivery.
(Source: Jewson, et al., 2015)
Advantages of approaches adopted by the author
 An in-depth study on the relevance of training in the public sector, where generally the
private sector is focused to study topics like training and development.
 The literature sources for the study included were potential and relevant in the research.
 Both qualitative and quantitative data was collected to conduct this research study, which
makes the research more reliable and clear.

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 The base of evidence for the data viability was very strong. More than 60000 workers
were interviewed. Moreover, many sources for the evidence were considered to make the
statics more reliable.
 Use of graphs and quantitative data makes the study more reliable and valid.
 A clearly done comparison of public and private sector enhances the understanding of
training in specific sector, which can be used by government and public sector
companies.
 The study also covers the relevance of training through “E-learning,” which most of the
study does not consider while studying this aspect. This is advantageous because the
scope of E-learning is very high in training and development area of human resource
management.
Disadvantages of approaches adopted by the author
 The data used can be more relevant, as only single level data is considered and company
survey that was done quite back was considered for the study.
 The interviews taken were from 75 employers, this is not a large number according to the
relevance of the study and scope of the study.
 The scope of the study was restricted or limited to a particular sector, which could be
more extended.
Journal article: Using a Personal Development Plan for Different Purposes: Its Influence
on Undertaking Learning Activities and Job Performance (Beausaert, et al., 2011)
(For reference: https://link.springer.com/article/10.1007%2Fs12186-011-9060-y_)
According to the author, firms are nowadays implementing assessment methods like PDA
(personal development plan) but it is realized that the real power of this method or tool depends
on employees’ professional development. This tool is been implemented for different objectives
like salary raise/ promotion on one hand and professional development on another hand. The
study focuses on, understanding of employee perception, performance improvement through the
Personal development plans and for this purpose, the primary data collection is used. The
respondents include 268 employees from the governmental organization and 81 experts from an
international organization. Moreover, regression analysis has been used for prediction of quality

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of performance linked to what an employee perceives as serving learning and purpose of
development.
Advantages of approaches adopted by the author
 Sample: the sample size of 367 people, which include both employees and expert, will
make the research reliability to a higher extent.
 In-depth study, of the tool of the personal development plan, including real-life examples,
for better understanding, referring to many other reliable sources in the research
 The author approach of the presentation includes tables, graphs, and statistics for a better
understanding of the topic.
 Various analysis has been conducted in the report, including data analysis, preliminary
analysis, regression analysis (ANOVA).
Disadvantages of approaches adopted by the author
 Generalization, one of the limitations include the research is more of generalization in
finding across sectors or organization.
 The study is limited to the PDP tool on employee perception, where environmental,
personal, and career development can have an impact on PDP practice.
 More areas such as self-efficacy, employee motivation level and need for reflection could
be part of the topic, as it will affect employee performance.
 Using other methods like 360-degree assessment, which will include the perception of
subordinates, superiors, instead of the only perception of employees themselves would be
the better approach in an organization.
 Sample size (N=367) is quite small when the focus of the result is a concern. Experts
could be given more weightage, which were 81 in the sample for more valid results.
Journal article: “The Impact of Employees’ and Managers’ Training on the Performance
of Small- and Medium-Sized Enterprises: Evidence from a Randomized Natural
Experiment in the UK Service Sector” (Georgiadis & Pitelis, 2016)
(For reference: https://sci-hub.tw/https://doi.org/10.1111/bjir.12094 )
The article examines the connection between personnel’ and managers’ training and
organizational performance by means of a policy intervention that casually allocated training aid

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to small- and medium-sized companies within the united kingdom lodging and food service
zone. Due to the fact, that the quantity of firms self-decided on training surpassed to be had,
places, education turned into randomly dispensed to some organizations, causing in a
randomized regular experimental layout that allowed the researcher to become aware of the
impact of training provided to companies. The empirical consequences advocate that personnel’
training had a tougher optimistic impact on organizations’ labor efficiency and profitability than
the managers’. The research could not be constructive as to why worker training seems to have
more potent implications for performance than management or human resource management
training. However, this study is constant with the disagreement that member of staff skills are
superior to managerial capability shortages, and as a result, the contribution of worker training to
performance may be more than that of managerial and human resource management training.
This dispute could consequently account for the bigger effect of employees’ education compared
with managers’ training on labor yield.
Advantages of approaches adopted by the author
 Managerial and Practical Implications, the study considers human resource as the most
significant asset of the firm. For which labor productivity has given more relevance than
that of managerial ability as the effect of training.
 The study provides an in-depth correlation between employees training, managerial
training, and productivity of an organization.
 An empirical strategy was employed which is beneficial because according to the
strategy, the impact on the performance of business was assigned randomly.
Disadvantages of approaches adopted by the author
 The collection of data is generally based on characteristics and behavioral observation of
employee’s performance before and after providing training.
 Primary data has not been used for the research, which can be a disadvantage for the
study because the use of primary data presents that the statics and results are according to
current information.
 The presentation of the study could be better by using graphical representations, and
more quantitative data.

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 Random assignment of services of training among respondents could be disadvantageous
as they could be failed and the selection of sample can be from non-response group of
respondents.
 There was no systematic variance between control groups and treatment of baseline
characteristics within a sector.
 The study was limited in nature; more areas such as resources used for training, financial
factors could also be covered for the study, which influences the efficiency of employees.


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Conclusion
To conclude the discussion in this report, the selected area of HR, that is training and
development, for which three articles were critically reviewed. Training and development are
very relevant in an organization, especially at the time of change management. Planning a
training and development program is not only beneficial to improve the existing skills of the
current workforce, but is also beneficial for organization productivity, and effectiveness.
Moreover, through training and development, the opportunity for the employees will motivate
workforce to not, resist the change in an organization, it allows employees to enhance their
competencies and ability to adopt a new process or new technology.
Three journal articles reviewed were: “The Impact of Employees’ and Managers’ Training on the
Performance of Small- and Medium-Sized Enterprises: Evidence from a Randomized Natural
Experiment in the UK Service Sector,” and “Using a Personal Development Plan for Different
Purposes: Its Influence on Undertaking Learning Activities and Job Performance”, and “Training
in the public sector in a period of austerity: the case of the UK.” Among the advantages and
disadvantage of the approaches adopted by the authors discussed in the report, one of the
common disadvantage observed in all three articles was small sampling size, sample size taken
for a questionnaire from employees of the different organization were quite small according to
the scope of the study.