Human resource development, according to Walton (1999), entails introducing, removing, modifying, directing, and guiding processes to ensure that all individuals and teams are equipped with the skills, knowledge, capacities, and competences that they need to face present and future tasks required by the organization.
According to Armstrong (2014), learning and development is the process an organization goes through to make sure that its goals are met both now and in the future by enhancing the team members' capacities, skills, and knowledge.
Learning should be distinguished from training, according to Armstrong. "Training is one action an organization can take to foster learning, whereas learning is the process through which a person creates new knowledge, skills, and capabilities." (2002) Reynolds et al
According to Harrison (2009), the main goal of learning and development as an organizational process is to support collective processes through the cooperative, knowledgeable, and moral stimulation and facilitation of learning and knowledge that support organizational goals, foster individual potential, and respect and value diversity.
Harrison (2009) lists the following as the primary elements of learning and development:
Learning - the process by which a person obtains and develops information, skills, capabilities, behaviours, and attitudes
Development is the expansion or manifestation of a person's capacity and potential as a result of the availability of instruction and learning opportunities.
Training is a systematic approach to formal processes that help people acquire the knowledge and skills they need to do their professions successfully.
Education, as opposed to information and abilities pertaining to certain fields of activity, is the process of developing the knowledge, values, and understanding necessary in all facets of life.
Organizations want to get the maximum of their employees in
order to keep the market share and continued profit in times of downfall. The
human resources management gets many challenges in a workforce’s training and
development to ensure the stability of the high performing employees who take
the company to success from untapped potential employees and underachievers’
alike (Kirkwood, 2017)
The
challenges faced by employers and organizations in the effective management of
HR T&D varied from concerns about the lack of intellectual HR professionals
to coping with the demand for knowledge-workers and fostering learning and
development in the workplace.(The Journal of International Social Research
Volume 2 / 8 Summer 2009)
References
Armstrong. M. (2014). Armstrong’s Handbook of Human Resource Management Practice. London, Koganpage.
Harrison,
R (2009) Learning and Development. 5th edn, London. CIPD
Uluslararası
Sosyal Aratırmalar Dergisi, The Journal of International Social Research Volume
2 / 8 Summer 2009
Kirkwood. C. (2017). What Are Some Challenges of HR with
Training & Development
Reynolds,
J, Caley, L and Mason, R (2002) How Do People Learn? London, CIPD
Proper learning and development culture of an organization makes skillful and loyal employees. keep up the good work.
ReplyDeleteThank you.
Deletelearning lasts forever. nice post.
ReplyDeleteThank you.
DeleteKeep up the good work
ReplyDeleteThank you.
DeleteManagers should make the environment to learn and he should provide training to develop people.
ReplyDeleteYes indeed.
Deletewell written and an interesting post. thanks for sharing this
ReplyDeleteThank you.
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