Role of HR in Learning and Development
L&D is a main function of an organizations HR
department (Wilson, 2012). All responsibilities pertaining to implementing
L&D initiatives that involved at all levels of an organization is the
responsibility of the HR head. In larger organizations the development plan for
employees maybe managed by a L&D role or separate L&D department.
The difference between HR and L&D is HR deals with a
range of employee administration central functions such as processing payroll,
recruitment and selection, and managing employee relations. In contrast L&D
focuses on one function: the growth and skill development of employees
professionally. This includes identifying training gaps and developing training
programs that are aligned with the overall business strategy established by HR (Niazi, 2011).
There is an overlap between HR and L&D, therefore
these two departments need to work with each other parallelly in order to achieve
organizational goals. If we take an example, both work with people management,
performance management, succession planning, and change management.
L&D is an important part of an organization to
improve its competitive edge in the corporate world by identifying and
eliminating skill gaps (Csillag
et al., 2019). It is vital for employees to
understand the vision and mission of the organization. A competent HR team
supports their employees by arranging effective and efficient learning and
development programs for them. An effective HR department in an organization
understands when it is time to step back and let the employees take the lead,
this is key contributing factor in the learning and development of employees.
The Role of HR professionals in successful L&D of
Employees include:
·Focusing on a
personal level with the employees – HR recognizes the individual needs of an
employee and develops a variety of programs to bridge that gap. When the HR
personnel discuss challenges employees face with their daily job roles, they
feel heard, valued and motivated as they can improve their strengths and work
on their weaknesses at the same time (Kumpikaitė, 2008).
· Induction programs
should be effective and efficient to New Employees – Induction programs are the
stepping stone when new comers join, familiarizing them with the organizations
culture, goals as well as expectations from both the employer and employee
(Hendricks & Potgieter, 2012).
·Continuous on the
job learning and development activities - The role HR plays in this instance is
to ensure employees get these activities on a regular basis to ensure the
talent is used to boost the employee’s morale as well as drive the
organizational goals and strategies effectively (Stacho et al., 2019).
· Motivating the
workforce throughout their career – It is the duty of the HR professionals to
make employees realize they are vital to the organization (Stacho et al., 2019). The HR professionals should strive to make employees
feel valued for their efforts so that they will feel motivated to participate
in learning and development programs to identify their strengths and
weaknesses.
·Guaranteeing Quality
Content is shared with the workforce – A huge responsibility of the HR
department handling L&D role is to ensure the programs content is useful,
relevant, qualitative and resourceful where employees can apply these learning
to their job roles.
At times HR takes the lead on issues with the support of L&D (Ex: Induction Program), where as L&D is the main player for a customized learning and development program. In this case HR will act as a supporting role. When these two departments work together it helps to perform tasks efficiently and smoothly rather than the confusion and redundancy of each department operating independently (Kumpikaitė, 2008). In most companies HR handles the on-boarding program as they are the face of the organization as the meet a new employee. L&D thereby takes on the role to develop there career as they go on.
List of References
Csillag, S. et al. (2019) “What makes small
beautiful? learning and development in small firms,” Human Resource
Development International, 22(5), pp. 453–476. Available at:
https://doi.org/10.1080/13678868.2019.1641351.
Hendricks, K.,
& Louw Potgieter, J. (2012). A theory evaluation of an induction programme.
SA Journal of Human Resource Management10(3), Art. #421, 9 pages.
http://dx.doi.org/10.4102/ sajhrm.v10i3.421
Kumpikaitė, V. (2008) “Human resource development in learning organization,” Journal of Business Economics and Management, 9(1), pp. 25–31. Available at: https://doi.org/10.3846/1611-1699.2008.9.25-31.
Niazi, B.R.A. (2011) “Training and development strategy and
its role in organizational performance,” Journal of Public Administration
and Governance, 1(2), p. 42. Available at:
https://doi.org/10.5296/jpag.v1i2.862.
Stacho, Z., Stachová, K. and Raišienė, A.G. (2019) “Change
in approach to employee development in organizations on a regional scale,” Journal
of International Studies, 12(2), pp. 299–308. Available at:
https://doi.org/10.14254/2071-8330.2019/12-2/19.
Wilson, J.P. (2012) Human resource development: Learning,
education and training for individuals and organizations. London: Kogan
Page.
Lack of motivation from Human resources/ Managers holds back employees from participating in various development activities. Mostly its responsibility of Human resource department to guide and motivates them from time to time and makes them feel Motivated. It is the responsibilities of human resource managers to make employees realize that they are essential resources for the organization. They motivate employees to keep participating in learning and development programs and identify their weak and strong areas (Ryan & Ployhart, 2014)
ReplyDeleteYes, I totally Agree with your point Jeyarajasingam. furthermore, Employee motivation has been of highest importance for companies, managers, and even front line supervisors because it has been and will continue to be the determining factor in work performance, which will eventually determine the success or failure of a firm. Dongho Kim (2006)
DeleteGood post Dehara and adding furthermore your content, Learning, in contrast to training, is generally defined more holistically, as a process that encompasses training as well as education (Jensen, 2001). According to Sloman (2005: 2), learning can be described as ‘a self-directed, work-based process leading to increased adaptive capacity.’ This process—an ongoing, lifelong journey that may not always be clearly planned or even intentional—can be considered the heart of human resource development (Garavan, Heraty, and Barnicle, 1999).
ReplyDeleteThank you Malshani. furthermore, An organization should encourage its employees' self-confidence in their capacity to improve by prioritizing learning and development and providing opportunities for advancement. Furthermore, any individual who works in a company where learning and growth are frequent is likely to observe others engaging in it, which can act as a source of modeling. Modeling has been shown to boost one's confidence in their ability to do a task. THEODORE J. MAURER (2002)
DeleteGreat content Dehara, further for businesses to expand globally, HRM practices are vital for aligning and integrating their diverse workforces. HR professionals benefit from a blended framework of traditional and discretionary HRM practices to align employees' skills to the organization's goals. HRM practices comprising recruitment, selection, and training, are aimed at promoting efficiency alignment to establish the best fit between the skills and capabilities of the individuals included in teams and the requirements of the organization (Ijose, 2010).
ReplyDeleteThank you Nirosha. yes Agreed, further, The process of finding, choosing, and employing the most qualified applicant from among candidates or from the outside, as well as contracting with and integrating the new employee into the association, is known as recruitment. Additionally, the HR department is in charge of selecting the most suitable applicant for the position based on the requirements of the firm. 2019 (Abdullah & Othman)
DeleteHuman resources department represent the employees under direct control of the company. HR is mainly focused on accelerating employee performance to achieve the employer's strategic objectives. (Garengo, et al., 2022) HR departments is able to provide assistance to department heads and supervisors have constructive conversations with employees regarding their performance.
ReplyDeleteYes Visitha you are absolutely right. In order to help their employees, a capable HR team sets up learning and development opportunities for them. The learning and development of employees is greatly aided by an effective HR department of an organization that knows when to back off and let the workers take the initiative. according to (Wilson, 2012) Learning &Development is a key responsibility of the HR department in an organization. The HR director is in charge of all duties related to carrying out Learning & Development programs that involve all organizational levels.
DeleteGood article Dehara. Would like to add further. The caliber of human resources in an organization is essential to its success Appiah (2010). Therefore, every company needs to have a plan to raise the caliber of its' workforce. The use of training is one means of doing this. To maximize job effectiveness, it is therefore crucial to equip these special assets through efficient training. According to Hogarh (2012), determining the value of training requires a comprehensive understanding of how it will affect employees' performance. Performance improvements for employees also result in performance improvements for the organization. Almost everyone today acknowledges the significance of training for an organization's success and expansion (Appiah, 2010; Jagero, et al., 2012).
ReplyDeleteThank you Dulakshi, I agreed with you. further, According to Tahir et al. (2014), The training and development process, which is important in raising engagement and commitment, often begins with the orientation phase for new hires. Offering staff members the chance to pursue training and development opportunities is one of the finest ways to engage workers and increase productivity.
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