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Understanding Training and Development in HR

Human resource development, also known as training and development, aims to improve individual and group performance in organizations. It encompasses three main activities: training focused on current jobs, education for potential future jobs, and development for future organizational activities that is difficult to evaluate. Stakeholders in training and development include senior managers who sponsor it, business planners who are clients, line managers responsible for coaching and resources, participants undergoing the processes, HR staff facilitating it, and external providers specializing in the field, with each group sometimes having conflicting agendas and motivations.

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Raj Kshetri
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6 views1 page

Understanding Training and Development in HR

Human resource development, also known as training and development, aims to improve individual and group performance in organizations. It encompasses three main activities: training focused on current jobs, education for potential future jobs, and development for future organizational activities that is difficult to evaluate. Stakeholders in training and development include senior managers who sponsor it, business planners who are clients, line managers responsible for coaching and resources, participants undergoing the processes, HR staff facilitating it, and external providers specializing in the field, with each group sometimes having conflicting agendas and motivations.

Uploaded by

Raj Kshetri
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© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Human Resource Management, training and development is the field which is concerned with organizational activity aimed at bettering

the performance of individuals and groups inorganizational settings. It has been known by several names, including human resource [1] development, and learning and development. Harrison observes that the name was endlessly debated by the Chartered Institute of Personnel and Development during its review of professional standards in 1999/2000. "Employee Development" was seen as too evocative of the master-slave relationship between employer and employee for those who refer to their employees as "partners" or "associates" to feel comfortable with. "Human Resource Development" was rejected by academics, who objected to the idea that people were "resources" &m dash; an idea that they felt to be demeaning to the individual. Eventually, the CIPD settled upon "Learning and Development", although that was itself not free from problems, "learning" being an overgeneral and [1] ambiguous name. Moreover, the field is still widely known by the other names. Training and development (T&D) encompasses three main activities: training, education, and development. Garavan, Costine, and Heraty, of the International Institute of Market Research and Analytics, note that these ideas are often considered to be synonymous. However, to practitioners, they [1][2][3] encompass three separate, although interrelated, activities: Training: This activity is both focused upon, and evaluated against, the job that an individual [3] currently holds. Education: This activity focuses upon the jobs that an individual may potentially hold in the future, [3] and is evaluated against those jobs. Development: This activity focuses upon the activities that the organization employing the individual, [3] or that the individual is part of, may partake in the future, and is almost impossible to evaluate.

The "stakeholders" in training and development are categorized into several classes. The sponsors of training and development are senior managers. The clients of training and development are business planners. Line managers are responsible for coaching, resources, and performance. The participants are those who actually undergo the processes. The facilitators are Human Resource Management staff. And the providers are specialists in the field. Each of these groups has its own agenda and motivations, which [4] sometimes conflict with the agendas and motivations of the others.

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