Human Resource Training Development to Focus on Critical Training Needs

Human Resource training development must focus on the critical training needs of people as well as organizations. Formulate and implement programs for such purposes.

If an organization has HR training development capability, this can ensure the relevance of the training given to members of the workforce. This will also ensure that the the organizational training needs are taken into consideration. The training needs of the organization is inter-related with the organization's business plan.

Having such a capability eliminates the need for training programs provided by external training organizations.

This also ensures that training programs are customized to actual needs, present and future.

It is fairly clear that developing in-house training programs is a strategy to optimize resources.

Identify the skills and knowledge needs by conducting a training needs analysis (TNA).

Attend to this important matter as part of strategic human resource development.

Implementation of Human Resource Training Development

What are needed to successfully implement training initiative?

These include:

  1. Clear policy guidelines on your in-house training development programs to satisfy employee and organizational training needs
  2. Availability of internal expertise to develop training programs who are referred to as "course developers"
  3. Provision for adequate budget
  4. Easy-to-understand and simple implementation plan
  5. Involvement of line managers in the determination of the training needs of their respective section and people
  6. Collaboration with employee unions, if any, to prevent or resolve any problem that may arise
  7. Clear understanding of the organizational mission and objectives and the plans prepared to achieve these objectives
  8. Support from higher management

It does not mean that training programs for every position need developing. This is not a true objective of human resource training development. However, this is necessary if the department plans to conduct public training programs, inviting people from other organization to participate. In this case, training services is one of the organization's main activities. It is a training provider.

Where it is cheaper to arrange for employees attendance at publicly-held courses, there is no need to develop such a training course. For example, you need not develop a course for a small number of employees identified to attend a particular training such as the need to acquire a very specialized skill or knowledge.

Process in Course Development

Human Resource training development requires the undertaking course development activities.

The process involves looking into:

  1. Identifying targeted positions and the training objectives, that is, what do you hope to achieve by conducting each training program.
  2. Identifying the scope of the training.
  3. Determining methodology of training such as through lecture, case studies, and questions and answers.
  4. Developing the training modules.
  5. Preparing course program and determining the duration.
  6. Preparing course evaluation form.
  7. Determining fee if you intend to invite members of the public to participate.
  8. Identifying course venue.
  9. Determining rate of fees or allowances for speakers and facilitators.
  10. Preparing checklist for planning and review purposes./li>

Training Programs

Ensure that Human Resource training development programs are closely connected to the activities of the organization.

It is sensible to develop in-house courses for critical positions as a matter of priority. Start with training that addresses executive or employee skills and competencies such as:

  1. Executive leadership development for managers at every level of the organization
  2. Ability to understand and interpret financial figures (statistics) that are of concern to everyone including people in Human Resource
  3. Core competencies required of every key positions
  4. Functional competencies for key employees in critical positions
  5. Behavioral competencies that are closely connected to accomplishment of organizational mission and objectives

Employees who need very specialized skills training can attend public-held courses or they are enrolled in colleges offering short courses in developing such skills.

Choice Between Internal and Public Training Programs

Human Resource training development may form part of the HRD plan.

Alternatively, opt for public training programs or decide to utilize both.

A "need to do list" must fit into organizational plan and the strategies being planned. This raises the question whether identified employees need to attend in-house training or external training programs.

Another consideration is to work within the approved training budget.

Whichever option is chosen, the objective is the same. This is to provide employees with all the necessary skills, knowledge,and competencies required to perform their jobs well or to enhance or update these to face new challenges in a fast changing business environment.

Factors such as globalization, free trade zoning, and establishment of economic blocks make it more critical for organization's leaders to update their skills and knowledge all the time.

Align all training initiatives to the overall mission and objectives of your organization.

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