Compensation and Benefits Practices Employee Conduct/Behavior Employer of Record Hiring and Employment Practices Human Resources Careers Human Resources Information Systems Labor Relations - Unions Legal Aspects - Employment Law Performance Management Training & Development
Compensation and Benefits Practices Employee Conduct/Behavior Employer of Record Hiring and Employment Practices Human Resources Careers Human Resources Information Systems Labor Relations - Unions Legal Aspects - Employment Law Performance Management Training & Development

Training & Development

With the new technology that keeps changing now and then, organizations are having hr training and development programs for their employees. These programs have become a mandatory tool for organizational growth, mostly handled by the human resource department. For a successful program, the HR must stay abreast with the changing employment laws and the organization’s urgent needs.

Offering employee training and development programs emphasizes that you care about your employees. As a result, there will be a low employee turnover because they will stay loyal. We all know how hard it is to recruit and retain the best talent. So, make it a priority to offer such programs once or twice within a year.

What is human resource training and development

Human resource development training refers to how employees are equipped with skills to improve their performance within the organization. Although training and development look similar, there is a difference between the two.

Training refers to a program that improves the way employees handle a task or machinery seamlessly and successfully. In contrast, development is a program that gradually helps employees improve their communication and leadership skills while progressing their careers.

Types of training and development in human resource management

HR managers use different types of training and development programs to engage their employees. These programs are chosen depending on an organization’s resources job position. Some of the basic types of training and development programs include the following;

  • Technical training: This program teaches workers how to use modern technology machines and software for effective job performance.
  • Quality training: Organizations that are into production offer product quality training so that employees can differentiate between a low and high-quality product for customers’ satisfaction.
  • Skills training: This program improves the way an employee needs to handle a task successfully. For example, a salesperson will be equipped with skills to manage customers and convince them to buy a particular product.
  • Communication skills training: This involves personality traits training whereby an employee will have a better understanding of how to handle phone calls, customers, and other workers within a workplace.
  • Professional training: There are specific positions in an organization that requires frequent training because of the changing regulations. For example, a lawyer must receive yearly training because of the changing laws.
  • Team training: This program mostly applies after a merger or acquisition whereby workers are encouraged to communicate and make an enjoyable workplace.
  • Managerial training: When filling an open executive position, an organization may promote one of the best talents. They will be offered further training such as technical and communication skills for effortless performance.
  • Safety training: Organizations handling hazardous products will train their workers on how to protect themselves from injuries.

Employees are the backbone of organizations. Investing in them is like funding for the future of your business. When they become knowledgeable and skillful, it benefits the organization hence stay ahead of the competitors. Make training and development a priority for each employee. Although the program has a few limitations, the benefits supersede.

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