Learning & Development in Human Resources Management

 

What is Learning & Development

Learning and development is a methodical procedure which improve skills, knowledge, attitudes and capacities of employees and also extending and deepening of individual’s knowledge and skills in achieving goals (Vulpen, n.d.). Following are the explanations for the concepts learning, training & development;

Learning - Absorbing knowledge, skills, and attitudes through experience or studying.

Training - Providing knowledge, skills and attitudes which can be promptly applied in a particular job. Purpose of training is usually to get a better outcome in an existing work or to face future changes.

Development - Refers broadening and deepening of knowledge and development is a long-term activity which happened voluntarily (Vulpen, n.d.).

 

Learning & Development in HRM

Learning & Development is one of main areas in HRM and main purposes are encouraging employee growth and enhancing knowledge and skills focusing on the ultimate goal of individual and organizational success. Learning programs are designed in line with the organization’s goals, vision and future potential developments and objectives. An organization which does not have a proper learning culture is at a risk as the employees would not be able to face future challenges and the organization will lose competitive advantage (Lawless, n.d.).

Moreover, consistence L & D is an effective method of attracting and retaining employees. In the long run, this effects to increase job satisfaction, creating leaders in the organization, developing of better workplace culture and employee cost management (Campbell, n.d.)

 

Benefits of Learning & Development

1. For competitive advantage of an organization

The main forces behind an organization's success are its employees. They are more able to innovate and solve issues when given the tools they need to execute their work roles. These provide a competitive advantage to businesses of the organization. The key to enabling this possibility is a learning organization which prioritizes continuous improvement (Campbell, n.d.).

2. Acquiring & retaining of best employees in the industry

Organizations that offer excellent industry-specific learning and development opportunities stand a better chance of luring and keeping talent compared to the organizations which do not have proper L & D practices. Employees realize the organization is interested in their growth and are driven to stick around when they gain new skills and find new possibilities at job roles (Campbell, n.d.).

Moreover, it costs money and time to hire new employees. Oxford Economics estimates that it costs £30K to replace an employee while it takes 28 weeks to reach optimum productivity level for the newly recruited member. Learning and development initiatives that support employee growth and reduce turnover can help conserve limited resources (Campbell, n.d.).

3. Creating leaders in the organization

Employees are able to receive exposure from learning and development courses as they advance into managerial and leadership roles. It may be more advantageous to advance the careers of current staff members who are already aware with your company's goals and have a stake in its success. Interpersonal and mentoring abilities are essential for future leaders, particularly in workplaces with flat organizational hierarchies and more collaboration. Utilize L&D chances to help them develop the essential blend of technical and interpersonal abilities (Campbell, n.d.).

 

4. Fulfill skill gaps

Lack of sufficient or pertinent training for staff may result in skill gaps. Employees who are unable to thrive at their work may become frustrated and demotivated as a result. In this context, L & D can contribute to fill these gaps. L&D examines present situation of the organization and potential and planned future developments in order to decide what types of programs the organization should conduct in order to identify and address specific skill gaps (Campbell, n.d.).

 

5.Increasing Organizational Values

Having well knowledgeable and skillful team of employees add high value to the organization. Moreover, in the related industry, particular organization will automatically have a reputed brand name among the professionals. This is important in brand development, having a loyal client base, further expansion of business activities and in many ways. 

Learning & Development Methods

1. Managerial Training

Managers who have not received adequate training are having high probability of exposing the organization in to a risky situation. These managers may have weaknesses in leading the members who work under him, manage conflict situations among staff and also may fail in motivating team members. Due to these weaknesses, organization may expose to a risk in improving or maintaining performance standards. Hence, Learning & Development programs for managers are very important as this directly affects the L & D of members who works under the managers. Generally, managerial L & D courses cover areas such as performance management, leadership, building team work, conflict management, duties delegation (Siocon, n.d.).

 

2. Developing of Technical Skills

One of most important areas in L & D as employees must improve technical skills to engaged in job roles. This directly affects in enhancing the effectiveness and efficiency of the organization (Siocon, n.d.). Hence, organizations, use many modern methods in improving technical skills of employees based on their working department. Employees work in the departments of finance, production, risk analysis, marketing, operations, sales, treasury, advertising and etc should have different technical skills to perform in the section productively. Lack of technical skills may lead the organization to poor performance with weaken financial position.

 

3. Developing of Soft-Skills

Soft skills refer to communication and collaborating skills inside the organization such as teamwork, leadership, time management, conflicts management, sound communication (Siocon, n.d.). These are considered as basic L & D in order to have a healthy working environment.

 

4. New Employee Training

Providing knowledge on the organization (history, vision, background), code of ethics, organizational culture, basic operational work, and many other foundational knowledge comprised in this.

 

Conclusion

Learning & development has been considered as one of main function s attached to HRM. In the context of Human Resources Management, Learning & Development plays an important role as it gives numerous benefits to the organizational development as well as employees’ individual development. In the modern HRM, organizations use many methods in order to provide L & D programs to its employees.

 

References

Campbell, F. (n.d.) A comprehensive guide to learning and development in the UK. [Online] 360learning. Available at: https://360learning.com/blog/uk-learning-and-development/ [Accessed 11 August 2023].

Lawless, C. ( n.d.) How to create an effective learning and development strategy. [Online] Available from: https://www.learnupon.com/blog/learning-and-development-strategy/#:~:text=A%20strong%20learning%20and%20development,the%20needs%20of%20the%20business.[Accessed 11 August 2023].

Siocon, G.( n.d.) How to develop winning learning and development strategies. [Online] AIHR Available from: https://www.aihr.com/blog/learning-and-development-strategies/ [Accessed 11 August 2023].

Vulpen, V. E. (n.d.) Learning & development: a comprehensive guide. [Online] AIHR Available from: https://www.aihr.com/blog/learning-and-development/ [Accessed 11 August 2023].