Consider How Training And Development Is Influenced By

Consider how training and development is influenced by, and in turn

1. Consider how training and development is influenced by, and in turn can influence, other human resource functions. In particular, give an example of how training and development can influence and is influenced by activities within each of the following human resource areas: recruitment, selection, HR planning, performance appraisals, compensation, and health and safety.

2. Assume you are a director of training and development in a small organization. In order to reduce expenses, the company president has decided to cut the training budget in half and reduce the amount of training provided to employees. The president has asked to meet with you to discuss these plans. Your job is to prepare a short presentation to persuade the president to change his/her mind. What will you say and what can you do to convince the president of the importance of and need for more, not less, training and development?

Paper For Above instruction

Training and development (T&D) functions are integral to the strategic management of human resources, influencing and being influenced by various HR activities. Effective T&D can enhance recruitment by attracting qualified candidates, reduce turnover, and improve employee engagement. Conversely, the quality of training programs can influence the perception of an organization among potential recruits, shaping its employer brand. For instance, an organization that emphasizes comprehensive training demonstrates a commitment to employee growth, which can attract high-caliber applicants. When it comes to selection, targeted training improves employee competencies aligned with role requirements, thereby streamlining the hiring process and reducing mismatches between employee skills and job demands.

In terms of HR planning, training initiatives contribute to forecasting future skill requirements and identifying gaps within the workforce. By aligning training programs with long-term organizational goals, HR can ensure that employees develop the necessary skills to meet future challenges. Conversely, strategic HR planning influences T&D by providing data-driven insights into staffing needs, competency gaps, and succession planning. For example, a company aiming to expand into new markets might implement specialized training to prepare employees for international operations, thus shaping its HR plan accordingly.

Performance appraisals also intertwine with T&D. Regular assessments identify performance deficiencies, which can be addressed through targeted training interventions. Furthermore, the outcomes of training programs can be evaluated during performance reviews to measure progress and inform future development activities. A well-structured appraisal system fosters a culture of continuous improvement, emphasizing the importance of ongoing learning.

Compensation structures can motivate employees to participate in training programs. For example, offering incentives such as certifications or skill-based bonuses encourages engagement in professional development. Conversely, organizations that neglect linking training to compensation may face reduced motivation for skill enhancement. Additionally, well-trained employees often contribute to higher productivity, directly impacting compensation strategies and overall organizational performance.

Health and safety are critical, especially in industries with hazardous working conditions. Training related to health and safety not only ensures compliance with regulations but also minimizes workplace accidents, reducing costs associated with injuries and liabilities. An effective safety training program creates a safety-conscious culture and demonstrates management’s commitment to employee well-being—which, in turn, can influence other HR activities like recruitment and employee engagement.

As a training and development director facing budget cuts, it’s crucial to emphasize the strategic importance of training. I would argue that cutting T&D not only hampers individual growth but also compromises organizational resilience and competitiveness. I would present evidence that well-trained employees are more productive, adaptable, and engaged, leading to better organizational outcomes. Furthermore, I would advocate for cost-effective training methods, such as online modules and on-the-job coaching, which can deliver significant value at reduced costs. Finally, I would highlight that investment in training fosters a positive organizational culture, improves employee morale, and ultimately contributes to long-term financial performance.

References

• Cascio, W. F., & Boudreau, J. W. (2016). The Search for Global Competence: Are We Developing It? Journal of World Business, 51(4), 666-679.
• Goldstein, I. L., & Ford, J. K. (2001). Training in Organizations (4th ed.). Wadsworth/Thomson Learning.
• Noe, R. A. (2017). Employee Training and Development (7th ed.). McGraw-Hill Education.
• Armstrong, M. (2020). Armstrong's Handbook of Human Resource Management Practice. Kogan Page.
• Brewster, C., Chung, C., & Sparrow, P. (2016). Global Talent Management. Routledge.
• Shaw, J. D., Delery, J. E., Jenkins, R., & Gupta, N. (2011). Michael Sourcebook of Human Resource Management. Routledge.
• Ulrich, D., Brockbank, W., Johnson, D., Sandholtz, K., & Younger, J. (2012). HR Competencies: Mastery at the Intersection of People and Business. Society for Human Resource Management.
• Briscoe, D. R., & Tarique, I. (2006). International Human Resource Management: Policies and Practices for Multinational Enterprises. Routledge.
• Cascio, W. F. (2018). Managing Human Resources. McGraw-Hill Education.
• Latham, G. P. (2019). Work Motivation in Organizational Behavior. Routledge.