ROLE OF HR IN LEARNING AND DEVELOPMENT
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Learning and development (L&D), when done right, has been
known to improve workplace culture, bridge skills gaps and increase employee
retention rates.
What is Learning and Development (L&D)?
Learning and Development (L&D) in terms of human resources management is the process of recognising the training and development requirements of the employees and designing & implementing programs to fulfill those needs. It is a vital function of HRM as it supports the organisations to build & maintain a skilled & knowledgeable workforce. L&D programs could include a range of activities such as technical training, onboarding, soft skills training, leadership development, compliance training and career development & performance management.
The L&D practices typically involve number of steps; e.g. conducting assessments to identify gaps in skills & training requirements, designing & developing training programs that address those needs, delivering the training programs to employees and evaluating the effectiveness of the programs. HR professionals might use a range of training methods, such as classroom instructions, on-the-job trainings, online learning & mentoring or coaching.
Effective L&D curriculums can benefit both the employees and the organisations as well. Employees are able to develop new skills & knowledge which can help them to perform their work better, their careers advancements & grow up their job satisfaction. Organisations benefitted from their more skilled workforce who easily lead them & remain in the competitive marketplace, improving employee retention rate & reduce the costs that related with recruitment & turnover.
In summary, L&D in HRM is a critical task that facilitates to organisations to build and sustain a skilled & knowledgeable workforce. By recognising training and development requirements, designing & implementing programs for effective training & evaluating their effectiveness. HR professionals are able to assist workers to develop novel skills & knowledge to contribute and lead the organisation’s success.
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L&D vs. HRM: What’s The Difference?
While HRM oversee the general management of employees related matters, L&D focuses on a precise role in a company.
Human Resources
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Learning &
Development
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Both
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General Management
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Employee Growth
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Performance Management
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Employee Relations
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Skill Development
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Succession Planning
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Policies &
Procedures
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Training Courses
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Onboarding
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Organising Payroll
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Leadership Training
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Change Management
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HR professionals often work as problem-solvers in their scope of responsibilities for organising payroll, to manage employee relationships, recruiting matters etc.
Professionals attached with L&D, on the other hand, exclusively focus on employees’ professional growth & a development of skills. These professionals have to contribute for training; satisfying the learning gaps, employee evaluations & building solutions for learning which assist the employees to reach their best in work.
There are some responsibility overlaps in L&D and HR, e.g. performance management, change management, assessments, succession planning & on boarding etc.
What is the Role of HR in L&D?
The human resources management (HRM) unit does a critical task in an organisation to steer it with development and growth. One of the major areas that HRM focuses on is L&D (learning and development), that involves offering employees with the essential skills and knowledge to improve their job performance & career development. In this article, we will discover the significance of HRM in L&D and its impact on retention of employees and overall organisational success.
Firstly; HR is responsible to recognise the training requirements of the employees and developing suitable programs which furnish to these needs. The initiates may include on-the-job training, seminars, workshops and other training intervention. The HR department (HRD) cooperates with the managers & supervisors to make sure that training programs line up with the organisation's goals and objectives.
In addition to identifying the training needs, HR also does a critical role in evaluating the effectiveness of training programs. HRD gathers responses from employees those who participated in training programs & uses these information to advance the existing programs or develop new ones. These evaluation practices ensure that the training programs fulfill the needs of staff and contribute to their career development.
Moreover, HRM is accountable for developing a “learning culture” within the organization. A “learning culture” is an environment that supports continuous learning & development. HRD achieves this by giving opportunities to the employees to learn and grow, such as job shadowing, coaching and mentoring, By fostering a learning culture, employees are motivated to improve their skills and knowledge, which leads to better job performance and career advancement.
Another significant role of HR in L&D is to make sure that the organisation complies with all the relevant laws and regulations related to training and development; e.g. HRD should ensure that the training programs according to the regulations of the authorities.
The impact of HRM in L&D extends beyond the individual employee. Effective L&D programs can improve employee retention & contribute to the success of the overall organisation. According to a study by the Association for Talent Development (ATD), companies which invest in L&D have a 24% higher profit margin than the other. This is due to the L&D programs encourage employee engagement activities, which leads to improved productivity level, improved job satisfaction & a decreased turnover.
In conclusion, HR plays a critical role in L&D by identifying training needs, developing training programs, evaluating their effectiveness, fostering a learning culture, and ensuring compliance with relevant laws and regulations. By investing in L&D, organisations can enhance employee retention and contribute to overall success in the organisation. As such, HR departments (HRDs) should prioritise L&D initiatives and continually evaluate and improve them to ensure that they align with the organisation's goals and objectives.
Learning and Development (L&D) is a vast area that covers a series of actions intended to improve the skills, knowledge and employee competencies. Here are some common subtopics of L&D:
1. Onboarding: The process of integrating new employees into a company is referred to as onboarding. During onboarding, the team members are given the training and information they need to be effective team members.
2. Technical training: Employees that need to do certain activities or use particular equipment or technology can benefit from technical training. This kind of training could include in-person lessons, practical experience, or online learning.
3. Soft skills training: Soft skills are non-technical abilities including leadership, teamwork, communication, and problem-solving. Employees can improve their overall job performance and acquire these talents through soft skills training.
4. Compliance training: The goal of compliance training is to make sure that staff members are aware of and follow all legal and regulatory standards. Data privacy, workplace safety, and anti-harassment training are a few examples of compliance training.
5. Leadership development: The goal of leadership development is to acquire the abilities and know-how necessary to successfully manage and lead people. This kind of training could include executive education courses, coaching, or mentoring.
6. Career development: Activities aimed at assisting individuals in advancing their careers inside the organisation are referred to as career development. This could entail offering staff members chances for work rotation, challenging responsibilities, and development plans.
7. Performance management: Setting goals, tracking progress, and giving feedback to employees are all parts of performance management, which helps workers perform better on the job. Goal-setting, performance coaching, and performance evaluations may all be involved.
Overall, each subcategory of L&D aims to develop and improve employee skills, knowledge, and competencies to improve job performance and career advancement.
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References:
Personio (2015), [online] https://www.personio.com/hr-lexicon/learning-and-development-l-and-d/,Accessed on (2.4.2023).
Association for Talent Development. (2019). the Value of Learning: A Comprehensive Economic Impact Study of Workplace Learning. https://www.td.org/research-reports/the-value-of-learning-a-comprehensive-economic-impact-study-of-workplace-learning.
CIPD. (2019). Learning and development. https://www.cipd.co.uk/knowledge/strategy/learning-development.
SHRM. (2021). Learning and development. https://www.shrm.org/hr-today/topics/learning-development/pages/default.aspx.
This comment has been removed by a blog administrator.
ReplyDeleteYour post on HR's involvement in learning and development (L&D) is well-written and educational. It emphasizes the value of HR in determining the training requirements of staff members, creating appropriate training programs, assessing their efficacy, promoting a learning culture, and ensuring compliance with pertinent laws and regulations.
ReplyDeleteI have a question on how can HR experts estimate employees' training needs, and what aspects should be considered while developing and putting training programs into practice?
Thanks
Great question!
DeleteA skills gap analysis, employee and manager feedback, and performance data can all be used by HR professionals to assess the training needs of their staff. HR professionals should clearly define learning objectives when creating and implementing training programs, create interactive and engaging training materials, offer continuing assistance and feedback, and assess the program's efficacy. By doing this, HR professionals can make sure that workers have the abilities and information required to accomplish their jobs well and contribute to the success of the company.
The great topic chosen Udesh, Researchers at Ottawa University in Arizona (2021) found that businesses that successfully implement T&D programs may benefit from a number of benefits. Such as Retains Employees
ReplyDeleteDevelops Future Leaders
Empowers Employees
Boosts Workplace Engagement
Builds Workplace Relationships.
I appreciate you sharing this intriguing research from Ottawa University in Arizona. It's wonderful to know that businesses can gain from effectively executing training and development (T&D) programs in a variety of ways.
DeleteOffering training and development opportunities can make employees feel appreciated and motivated to stay with the company. Retaining employees is an essential component of any business' success. The development of future leaders within the firm can also be aided through T&D initiatives, which could assist the company achieve long-term success.
The performance and job satisfaction of individuals who are empowered through T&D programs can improve, which can result in higher output and greater workplace engagement. Additionally, these programs can foster closer bonds amongst coworkers, fostering a more cohesive and collaborative work environment.
Overall, these advantages show how crucial it is for businesses to invest in T&D programs since they can result in a more knowledgeable, motivated, and productive workforce, which will eventually help the organisation succeed and expand.
Hi Udesh,
ReplyDeleteThis article does a great job of explaining the importance of Learning and Development (L&D) in HRM. It's clear that effective L&D programs can benefit both employees and organizations in a variety of ways.
I appreciate how the article distinguishes between HRM and L&D, and highlights the unique responsibilities and focus areas of each. It's helpful to see how these two areas of HR work together to support employee growth and development.
The section on the role of HR in L&D was particularly informative. It's interesting to learn about the various tasks and responsibilities that HR departments have in designing and implementing effective training programs.
I was also impressed by the statistics shared in the article about the impact of L&D on organizational success. It's clear that investing in employee development can have a significant positive impact on profitability and other key metrics.
Overall, this article provides a great overview of L&D in HRM, and underscores the importance of ongoing training and development for employees in today's rapidly changing workplace.
Thank you for sharing your thoughts on the article. That you found it interesting and useful in understanding the significance of learning and development in HRM is wonderful to hear. Organisations must make an investment in staff development if they want to succeed long-term and remain competitive.
DeleteThe blog post discuss about the role of HRM in the L&D area. Believe the post heading should be amended accordingly. However the post elaborates what is L&D and then the role of HRM. This blog is very informative for the reader with a you tube video link. Please include in-text citations for the post Udesh.
ReplyDeleteI appreciate your comments on the blog post. It's wonderful to hear that you found it educational and beneficial. Regarding the post title, I appreciate your proposal and will take it under consideration.
DeleteThis is good article to learn about HR learning and development well. It involves analysing skills gaps in company or business and then design and training programmes that empower employees with specific knowledge and skills that drive increased performance. What you think about it? Learning and development examples from industry are Amazon , Etsy and Optoro.. etc. You can add this details for your article with details how they designing and learning their works well. For an example, Amazon committed to invest $700 million in retaining 100,000 employees in 2019. The aim was to unskill team members by providing nontechnical workers with access to technical skills training. And Amazon offers training programmes to workers all levels of company.
ReplyDeleteThank you for your comment. I agree that one of the most important aspects of HR learning and development is identifying skill gaps and developing training programs to empower staff. It's good to read about examples from the business world, like Amazon's investment in training for technical skills and staff engagement.
DeleteThis is a good article to read, and the author has highlighted points throughout this article, which has been summarized with proof citations as given below.
ReplyDeleteLearning and development (L&D) is a function within an organization that is responsible for empowering employees' growth and developing their knowledge, skills, and capabilities to drive better business performance.(atd, https://www.td.org/talent-development-glossary-terms)
HR will implement various performance reviews and keep tabs on how well an employee is doing over time. L&D's job to improve their performance and provide the necessary resources for them to be successful in their role (McNeill,2021)
While HR oversees the general management of employees, L&D plays a more specific role in a company. HR professionals often serve as problem-solvers, with their responsibilities running the gamut from organizing payroll, to managing
Thank you for sharing your thoughts on the article.
DeleteHR's role in learning and development is to create and implement effective training programs that improve employee skills and performance. However, there may be instances where the role is not value adding due to a lack of alignment between the training programs and the overall business objectives, lack of clear metrics for measuring effectiveness, and lack of engagement or relevance to employees. HR needs to ensure that training programs are designed with employee engagement and participation in mind to maximize their impact.
ReplyDeleteThank you for your comment.HR plays a crucial role in ensuring that training programs are in line with corporate goals and benefit employees. HR may encourage employee development and performance, which will eventually be advantageous to the firm as a whole, by developing engaging and pertinent training programs with clear measures for gauging efficacy.
DeleteExcellent article which describe the role of L & D when it comes to HRM. You have elaborated the differences and the common things of between HRM & L & D which is quite helpful to understand as a reader. We can take a look of some theories of learning such as Kolb’s learning style & Honey and Mumford Learning Style to identify the most suitable way of learning.
ReplyDeleteAlso , a learning organization always has the competitive advantage in the market.