HR Courses are training programs arranged to improve the competency level of HR people. Of particular importance are those in key positions.
Other than HR people, front-line managers and supervisors must attend training relevant to HR management. They are accountable for HR in their own respective area of responsibility.
These activities are all part of strategic human resource development.
Human Resource Training is For Everyone in the HR Department and Every Executives Having Supervisory Responsibility.
Human Resource Function
Most organizations especially large ones have Human Resource Departments to carry out the human resource function.
Small organizations may include it under the administrative function. (Some are now talking about putting HR under corporate services.)
The usual activities carried out include recruitment, employee motivation and retention, employee development, performance management, and discipline.
As an important function, human resource management is of great concern to organizations that are aware of the important role of their employees. Line Managers and supervisors need to understand that they play an irreplaceable role in effectively managing people answerable to them.
Awareness is not enough. They need skills and the necessary knowledge. They need adequate training.
Achieving Your Mission and Objectives
The quality of serving employees determines whether your organization can attain its mission and objectives.
You would have tried your best to identify the right people when you conducted the recruitment exercise.
Then, you arranged on-the-job training for them.
Continuous training is required to maintain or improve employee competencies. They may need new sets of skills.
Apart from this, you need to review your HR systems and processes to determine whether they can support the activities of your organization. Again you and other people in HR entrusted with this task need to attend the right HR courses.
It is fairly clear that HR people must have the skills and knowledge to effectively perform their duties and responsibilities in order to contribute towards performance of the human resource function.
When people in HR are good at their jobs, they can offer help to other employees in every sector of your organization.
In order words, your organization needs to train and develop employees who are assigned HR duties and responsibilities. Include your people serving at the front line.
Attendance at the right training programs is vital in order to improve the effectiveness of your human resource function.
Training can range from skills in strategic recruitment to making people committed to doing their jobs well and motivating them not to leave your organization.
Role of the Human Resource Manager
The Human Resource Manager is responsible for ensuring that HR personnel understand their respective role in the overall human resource strategic plan. They must see the reason why they need to perform their respective HR job to the best of their ability. They are there to help people working at other areas of the organization's activities.
As the Human Resource Manager you need to identify the right training for every employee whose duties are related to human resource management.
What Your Organization Needs To Do
It can happen that there is a discrepancy between the knowledge and skills that you require in a person and the current ability.
This is "the competency gap" which is the difference between the current competency level of your employees and the required competency level expected of them.
Training needs analysis (TNA) can identify the right HR courses for every employee in your Human Resource Department.
The training identified is intended to close this competency gap. Make it a policy that selected employees must undertake the required training without fail.
Who Must Attend HR Courses?
As already stated all personnel in your Human Resource Department must attend HR courses.
The type of training is based on the level of the positions, and employees' respective duties and responsibilities.
These include your HR Director, if there is one, your Human Resource Manager, HR professionals and HR support staff.
But there are others who need to attend HR courses due to the nature of their duties and responsibilities. These are your front line managers and supervisors.
It is necessary for line manager and supervisors to attend the relevant courses. They also perform HR function in so far as the employees in their respective sections are concerned.
Identify the Right HR Courses
First and foremost, the types of courses chosen or conducted in-house must address the current needs of your human resource function. The needs of your organization, current and future are also taken into consideration.
The plan must take into account the medium-term and long-term skills and knowledge needs of your HR people and other employees. You may want to make this as part of your succession plan.
It is not like throwing a dice and hope that you have made the right decision in matters relating to employees training. The objective is to get it right every time.
This means enumerating the knowledge and skills needs of your organization to achieve its business goals.
Then, an inventory of the current skills and knowledge of your people is conducted.
This inventory will also indicate types and level of competence or depth of knowledge required.
Include in this inventory the level of competence of front-line managers and supervisors. In this respect, focus on competency on recruitment, employee training and development, supervision and coaching, performance appraisal, and effective decision making.
Which HR Courses?
The importance of these courses depends on the people who require them and how many need need training, how critical these are to the organization's strategic plan, and the urgency of the training, among other considerations.
Include the following courses:
Apart from courses in HR, HR personnel need to attend other courses such as the effective use of technology in human resource management, and strategic HR outsourcing.
New skills needs may arise due to changes in the market conditions, business environment, technological development, new legislation, and corporate reorganization.
Review your HR training programs as new situations dictate.
Look out for new Human Resources Conferences, symposiums, and so on. These may help enhance the effectiveness of your HR function.
Misconception About Human Resource
Some organizations may still consider that human resource is not important and is a waste of time. Others somehow believe - perhaps wrongly - that it is not as important as the other functions or activities of their organization.
Some prefer to focus on carrying out the business activities.
Thus, the neglect of the HR function and failure to realize that attending HR courses and other types of training can help them to achieve their strategic objectives.
This is a misconception that your organization can do without.
Organizations change. The dynamic business environment makes this so.
Other factors, mostly unavoidable, also play a part.
The truth is that your organization may face the same situation.
Continuous improvement is crucial in ensuring your organization does not fall behind. Click here for more information on continuous improvement.
Plan well, adopting a training strategy to enable your people especially key employees to attend identified HR courses for the long-term benefit of your HR function and organization.