Republic of the Philippines

EULOGIO “AMANG” RODRIGUEZ

INSTITUTE OF SCIENCE AND
TECHNOLOGY MANILA CAMPUS

Training and Development of Human Resources

Reporter:

Santiago, Loraine G.

Marlene M. Monterona, Ed.D.,DPA, RGC GS

Professorial Lecturer
 Training and Development of Human Resources

MAS 104

Learning Objectives:

At the end of this lesson, the students will be able to:

1. Define the training and development in Human Resources

2. Identify the importance of training in Human Resources Development

3. Provide knowledge in conducting training in Human Resources Development

Content:

Employee Training and Development helps in updating employees’ skills and knowledge for

performing a Job which at the end results in increasing their work efficiency and increase the

productivity of an organization. It ensures that Employees oddness or eccentricity is reduced and

learning or behavioral change should take place in a very structured format. Training development or

learning and development are official ongoing educational activities designed for goal fulfillment and

enhance the performance of employees.( Blank. W. E. (1983)).

Guide Questions:

1. What is training and development in Human Resources?

2. The need and importance of Human Development Training

3. Types of Training and Development

4. What are Benefits of Training and Development in Human Resources?

5. What is the role of HR in training and development?

6. What are the 5 processes in training and development?

What is training and development in HRM?

A program of upgrading of employee’s skills, knowledge and competencies is known as

training. The job related training is often provided to the employee to ensure they can well perform on

the assigned tasks and contribute to the success of the organization. The development program on

the other hand is often preparation to perform the future job. Human Resource Training Development

provides a learning opportunity to the employee to increase their work capacities and get ready for the

future challenges. Training and development in HRM are two different activities which goes hand-in-

hand for the overall betterment of the employee. The short term and reactive process is training which

is used for operational purpose while the long term process of development is for executive purpose.

The aim of training & development is improvement of required skills in the employee whereas aim of

development is to improve overall personality of the employee. Management takes the initiative to

choose right training methods to fill up the skill gap in the organization; the development initiative is

generally taken with the objective of future succession planning.

Need and Importance of Employee Training and Development in HRM

In the dynamic work environment it is important for companies to improve the skill of their

manpower. It is critical for employees to learn new things and enhance their skills to meet the work

competitions in the business environment. Thus, the training and development programs run by the

company is beneficial for both organization and employee.

What is the Need of Training and Development?

The training and development activity is required when company revises its objectives and goal

to adjust the changing market conditions. Companies often endorse training and development

programs to improve the performance of the employees. The HR training and development is needed

to set up a benchmark of performance which employees are expected to achieve in a financial year.

There is always a need of training and development efforts to teach the employee new skills such as
team management, communication management and leadership behavior. Training and development

is also used to test new methods of enhancing organizational productivity.

What is the Importance of Training and Development?

In Human Resource Management (HRM) Training and development is important aspect when

company wants optimum utilization of their manpower. Training and development is a key for the

succession planning of the organization as it helps in improvement of skills like team management and

leadership. HR Training and development activities are vital to motivate the employee and to increase

their productivity. Training and development in HRM is significant aspect to develop a team spirit in the

organization. Training and development programs are also important from the safety point of view as it

teaches employee to perform job properly without any life risk. From the organizational point of view

the HR training and development programs are important performance management tool to increase

profitability and enhance corporate image.

Objective and Purpose of Training & Development

One of the most effective methods to show your employees that you value them is to provide

them with training. It demonstrates that you care as much about their well-being and development as

they do about your company's. Employees that are well taken care of will never desire to work

somewhere else. Training can be used as a preventative measure to prepare people for expected and

unforeseen changes and challenges in the workplace. It only makes sense to keep our staff prepared

in times like ours, when trends are always changing due to online innovation. There is no better way to

produce future leaders than to train the most talented individuals available. Employees will have a

clear career path, resulting in lower attrition and discontent. Employees are a significant and most

important component of a company's assets, and caring for them entails caring for the firm as a whole.

Therefore, any business organization that invests their time and money in its employees' education or

Training & development can only succeed in achieving their business goals and advance further.
Types of Training and Development

 Technical training is a form of instruction that teaches new employees about the technology

components of their jobs.

 Quality training is the process of familiarizing personnel with the methods for preventing,

identifying, and removing non-quality goods in a manufacturing environment.

 Skill Training is the next type of training, which involves developing the ability to execute the

job.

 Soft skills training is another form of training requires to improving the employee’s soft skills

that are personality traits, social graces, communication skills, and personal routines that are

used to define interpersonal interactions.

 Professional training is the sort of professional education necessary to stay current in one's line

of work.

What are Benefits of Training and Development in HRM?

 Investing in staff training and development boosts work satisfaction and morale.

 Employee turnover is reduced.

 Inspires employees to work harder.

 Improves process efficiency, resulting in financial benefit.

 Aids in the adoption of new technology and processes.

 Increases strategy and product innovation

What is the role of HR in training and development?

Human Resources provide training and development opportunities to managers. The role of HR

in training and development is to assist employees in reaching their highest potential.

This vital role can be fulfilled through the following functions:

 Employee guidance and mentorship

  Monitoring employee performance

 Gathering feedback and interpreting data collected

 Providing enhancement activities and educational platforms

 Supplying sufficient on-the-job training

 Boosting employee morale and motivation

 Ensuring employees’ overall well-being

Furthermore, HR’s role not only involves initiating training programs. They also have to make sure that

the programs are adequate and useful. For this reason, employees’ unique learning styles must be

considered in crafting programs and activities.

What are the 5 processes in training and development?

Training and Development consists of 5 related processes. These processes do not have a

distinct beginning, middle, and end. Instead, they overlap with each other to fulfill their intended

purpose.

The processes are:

 Assessment of training needs and resources

 Motivation of trainers and trainees

 Design of training programs and materials

 Delivery of training

 Process and outcome evaluation

References
Blank. W. E. (1983). Handbook for developing competency-based training programs. Englewood
Cliffs, NJ: Prentice-Hall.
https://www.workhuman.com/blog/training-and-development-in-hrm/
https://www.oxfordbibliographies.com/display/document/obo-9780199846740/obo-9780199846740-
0013.xml
https://www.workhuman.com/blog/training-and-development-in-hrm/