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Role of Employee Training and Development in Human Resource Management

Updated: May 14

What is Human Resource Management?

Human resource management is the process of recruiting, hiring, deploying, and managing an organization's workforce. 

A company's or organization's human resources department is often in charge of developing, implementing, and managing rules affecting workers and the organization's interaction with its employees.

HRM is employee management that emphasizes employees as company assets. In this sense, personnel are frequently called "human capital." As with other corporate assets, the objective is to make the most use of people while minimizing risk and increasing return on investment (ROI).

Importance of Human Resource Management

The goal of training and development methods in human resource management is to manage people in the workplace to fulfill the organization's goals and strengthen its corporate culture.HR managers assist in recruiting new workers with the necessary abilities to advance the company's objectives. HR experts also help workers with their training and professional development to achieve the organization's goals.

A firm is only as good as its personnel, thus human resource management is critical to preserving or increasing the organization's health. HR managers also monitor the employment market situation to ensure that the firm remains competitive. This might involve ensuring that remuneration and benefits are competitive, planning activities to keep the staff from burning out, and adjusting job duties depending on the market.

What is Training and Development in Human Resource Management?

Training and development in Human Resource Management is a continuous process in which firms assist or teach their workers to acquire the information and skills required to perform better in their job positions, reach their maximum potential, and provide their best performance. Employee training consists of educating people on how to do a given task or procedure. It focuses on short-term advantages, allowing individuals to improve at their existing jobs. According to one noteworthy piece of data from the Association for Talent Development (ATD), organizations that spent more on employee training reported 218% more income per employee. They also had 24% better profit margins. 

Process of Training and Developing

1. Needs Assessment 

It includes identifying relevant knowledge, skills, and abilities for job positions and corporate goals. After good research, conduct a detailed review of performance gaps and opportunities for improvement. It is also critical to identify the training requirements of teams or the entire business.

2. Design and Development

This process entails designing and developing learning objectives. It involves selecting appropriate training methods, creating appropriate learning materials, formulating proper training and development strategies, and developing training schedules. 

3. Delivery

This includes implementing training programs through different training modes such as online, off-line, on-the-job training, and so on. This can be done by scheduling and arranging training sessions based on staff availability and operational needs.

4. Evaluation

During the evaluation, the efficacy and impact of the training program are assessed using a variety of evaluation methods, including exams, quizzes, observations, simulations, and surveys. The appropriate evaluation identifies opportunities for skill growth, behavioral modifications, and performance results. 

5. Follow Up

The final step in the training and development of HRM process is to reinforce the training ideas and apply them in real-world settings. It includes continual coaching, refresher training, and feedback sessions to guarantee growth and satisfy the organization's goals. Efficient follow-up assists employees in retaining previously gained knowledge and abilities, as well as their practical application. 

Importance of Training and Developing in Human Resource Management

  • When a company revises its objectives and goals to adapt to changing market conditions, training and development are necessary.

  • Companies typically assist employee training and development programs to improve employee performance. According to a 2015 ATD survey, just 38% of managers feel their learning programs match their learners' needs. They surveyed 1120 learning professionals. 62% of HR managers say they are not serving the learner's needs effectively. 

  • What is the role of HR in training and development- They are essential to set a performance baseline that workers are expected to fulfill throughout the fiscal year. According to SurveyMonkey, nearly six out of every ten workers believe that training helps them execute their jobs better. Over half, 51%, feel training boosts their confidence, while 41% say it improves the impact of training and development on employee performance. 

  • Training and Career Development in Human Resource Management initiatives to educate employees on new skills, such as team management, communication management, and leadership behavior, are always necessary. According to a 24X7 Learning survey, just 12% of learners apply the skills learned during training to their jobs. This shows that learners' requirements are not being appropriately mapped before program development.

  • Training and development are also used to test new techniques to improve workplace productivity.

  • Training and development are critical if a firm wants to maximize the performance of its staff.

  • Training and development are crucial for the organization's succession planning since they help build skills like team management and leadership.

  • Human resources employee training and development programs are critical for motivating staff and enhancing output.

  • Training and Career Development in Human Resource Management are critical components in creating a sense of belonging in the workplace.

  • Training and development activities for employees are especially important in terms of safety since they educate employees on how to conduct their tasks correctly without endangering their lives.

  • Employee training and development programs are an important performance management tool for enhancing profitability and improving corporate image from an organizational aspect.

  • Training your employees is one of the most effective methods to demonstrate that you respect them. It demonstrates that you care as much about their well-being and growth as they do about your business. Employees who are well-cared for will not want to work anywhere else.

  • Training and Development in Human Resource Management may be used as a preventative measure to prepare staff for both anticipated and unforeseen workplace changes and obstacles. In times like these, when trends are constantly moving due to internet innovation, it only makes sense to keep our workforce prepared.

  • Training the most brilliant individuals available is the most effective way to develop future leaders. Employees will have a clear career path, resulting in lower turnover and discontent.

  • Employees are the most precious and important component of a company's assets, and caring for them means caring for the entire organization. As a result, any firm that invests time and money in staff education, training, and development can only succeed in meeting its corporate goals and going forward.

Types of Training

Technical Training: Depending on the function and sector, training in a particular technology component may be necessary. For example, in the retail business, technical training may include CRM system training. Technical training might be supplied by either internal or external trainers.

Quality training: It is the process of teaching personnel how to detect, avoid, and remove reasons for poor product or service quality. Employees are frequently trained on ISO standards, which use specific criteria to monitor quality. Employee training on quality standards improves organizational performance, reduces costs, and gives the firm a competitive advantage.

Skills Training: This sort of training is designed to teach employees specific skills that will allow them to do their jobs. In-house resources are often used to perform skills training, which may include instruction on how to operate industrial machines, how to be a better salesperson, and so on.

Soft skills training: It focuses on employees' entire growth by developing their personality, communication skills, ethical training, and so forth. It promotes workers who show themselves as better citizens and perform better at work.

Safety training: It provides employees with the skills and information they need to implement safe work practices and protect themselves and their coworkers from workplace hazards. Employees who get safety training are also better equipped to identify and report workplace dangers. Fire drills, first aid, construction safety, Hazmat safety, and other aspects of safety training are all important. Safety training is critical for staff safety and reducing productivity disruption due to worker harm.

Training and Development Methods in Human Resource Management

On-the-job training: Trainees are assigned to a regular task and taught the essential skills on the job by a supervisor or instructor. On-the-job training strategies include coaching, which involves direct interaction between employees. Mentoring is the process by which junior employees learn from their elders.

Committee Assignments: The trainee participates in committee meetings, observes operations, and examines organizational issues.

Vestibular training: Expert trainers are hired in a vestibule setup with genuine job simulations to utilize workplace equipment and machinery.

Apprenticeship Training: Trainees get theoretical and practical instruction from government-established institutes and are paid a stipend throughout these times. Some of the most important government-funded apprenticeship programs that Alp enables are NAPS (National Apprentice Promotion Scheme), NATS (National Apprenticeship Training Scheme), DDUGKY (Deen Dayal Upadhyaya Grameen Kaushalya Yojana), HTP (Hire Train Place), HTD (Hire Train Deploy), and others.

Classroom training: Training is offered in commercial and educational settings. The teaching style includes group discussions, case studies, and audio/video visual aids.

Internship training: Educational institutions and businesses collaborate to give applicants a combination of theoretical and practical knowledge, preparing them for the work.

Digital Learning: This trend has accelerated since the epidemic period. It comprises e-learning, virtual classrooms, and mobile learning. They provide cost-effective and flexible training delivery options. Furthermore, these solutions allow employees to study at their speed and time. This is especially advantageous for individuals who work remotely.

Personalized Training Programs: Training programs are tailored to employees' specific requirements and interests. It includes self-directed learning, coaching, and unique learning routes. It understands that each employee has unique learning methods and preferences. This promotes involvement and motivation.

Micro-Learning: Providing instruction in bite-sized chunks, such as brief movies, infographics, or quizzes. It is intended for individuals who want to study on the move, as well as businesses who want to give just-in-time training. It is especially useful for employees who have hectic schedules or work remotely since it allows them to study at their speed and time.

Gamification: Incorporating game-like aspects into training sessions can boost engagement and motivation. It mostly comprises leaderboards, incentives, and challenges designed to make training enjoyable and engaging. It is especially appealing to the younger workers, who grew up playing video games and are more sensitive to game-like features in their training.

Diversity, Equity, and Inclusion (DEI) Training: DEI training is used by businesses that want to establish more inclusive workplaces and lower the risk of discrimination and bias. The pandemic and social justice movements have increased the demand for DEI topics in training programs.

Real-life Examples of training and development at top companies


Etsy offers comprehensive training and development programs for employees. Traditional learning strategies include established procedures, coaching, internet resources, and business retreats. The "Etsy School" is where the employees also serve as teachers. They can learn about many job-related topics that will help them improve their organization, critical thinking skills, leadership abilities, and tenacity.

Amazon offers new workers a 30-day training and leadership program to help them prepare for their jobs in the organization, gain confidence, and enhance their talents. Amazon's "Career Choice Program" covers 95% of an employee's tuition, textbooks, and other educational expenses for in-demand field courses.  The firm also launched its "Virtual Contact Center," where personnel will be educated in work-from-home (WFH).


Starbucks is well-known for its rigorous staff training program, the Starbucks Experience. The curriculum comprises both online and in-person training classes, which typically address customer service, coffee knowledge, and beverage preparation. Managers provide regular coaching and feedback to employees to help them improve their performance.


Google provides a variety of Training and Development Methods in Human Resource Management for its workers, including leadership development, technical skills training, and employee wellness initiatives. The company's uniquely created program allows workers to teach and learn from one another in their fields of expertise.


Microsoft supports a wide range of employee training and development programs in HRM, including technical training, leadership development, and career development seminars. The company's annual Hackathon event allows workers to cooperate and create new ideas and solutions. 

Training and Career Development in Human Resource Management is an essential component of personal and organizational development. It provides employees with the required information and abilities to do their jobs successfully, resulting in greater performance and lower attrition rates. HR workers may get practical skills through employee training and development programs in HRM in talent acquisition, performance management, employee relations, and diversity and inclusion. HR workers may improve their job chances, demonstrate knowledge, and broaden their professional network by taking advantage of training opportunities. 

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