Different Methods of Training and Development in Human Resource Essay Example

the terms training as well as development constitute three key activities within an organization; education, training and the development of human resources. Training is an activity that is concerned with the evaluation of the job that a person is currently holing. Education focuses on job that a person has the potential of holing in the coming future. Finally, development is an activity that is focused on aspects relating to programs of an organization and the employees within that organization.

Methods of Training and Development

It is significantly essential that all employees within an organization have or acquire the required knowledge, skills as well as experience in order to increase their productivity towards the organizational projects or goals. Therefore, the human resource management department within every organization has the primary role of providing opportunities for training as well as development for the whole workforce. There is a variety of methods used in training and development of the human resource within organizations. Moreover, one of the advantages of using a combination of different training and development methods, is that it contributes to an increase in career development by 70 percent for employees through an on the job experience (Sims, 2002, p. 76).

An increase of 20 percent is established through relationships within the organization and a 10 percent increase through formal education. Professionals involved in training and development in human resource management tend to use various technologies as well as tools in formulating or designing training solutions. This process involves developing, designing, assessing, evaluating as well as delivering training and development strategies that meet the specific needs of the employees within an organization. The following are some of the different development

and training needs in human resource management;

The Instructor Led Method

This is a traditional method that entails the use of a classroom setting for training the employees as it is the case for students in a schooling environment (Amos, 2008, p. 98). The instructors usually lecture to the participant and use practical exercises to demonstrate a theory. One of the strengths of this method is that it provides a suitable opportunity for both the instructor and the participants to freely interact. In addition, it is much suited for developing or enhancing of professional skills in the employees such as negotiations, communication, making of decisions as well as influencing decisions in an organization. The instructor led method involves the use of exercises such as role playing as a means of assisting the participants to better learn as well as understand new techniques. However, one of the weaknesses of this method is that it does not provide an opportunity for the participants to learn from one another.

The Virtual Method

This method is mostly common in situations where the employees work in different geographical locations; hence the prospect of engaging in a face to face training session is usually costly (Sims, 2002, p. 123). Therefore, the use web based conferencing technology is employed in order to undertake a training session for all the employees within an organization. One of the strengths of this method is that is quite cost effective for small and upcoming organizations as no extra costs are incurred. In addition, the instructor is able to seek for feedback from the participants by use of a survey as well as use diagrams to illustrate new techniques. Participants are able to

properly view the other participants by use of the webcams. On the downside, this approach does not provide a real life experience as it is the case of a classroom session.

The Web based Method

This method provides opportunity for training as well as development for all staff members in an organization. Employees within an organization can have access to the training and development materials such as graphical presentations illustrating complex techniques as well as demonstrations at all times (Wexley & Latham, 2002, p. 78). In addition, recordings of virtual training can be recorded and uploaded to the website; hence a participant can regularly refer back to it. It is a relatively low cost method of training and development in human resource management. Moreover, web based training and development method allows for the material information to be translated into different languages; hence providing support to a diverse workforce. However, unlike the instructor led or virtual training and development method, this method does not provide the participant with an opportunity for clarification of an issue.

The Coaching Method

Both mentoring and coaching take place within the working environment. It provides opportunity for experienced employees to guide as well advice the less experienced personnel. It allows experienced personnel to customize the coaching session to the needs of the less experienced personnel (Wexley & Latham, 2002, p. 52). Coaching can range from preparing an employee for a new position to increasing awareness on the procedures within the organization. One of the strength of the coaching method is that it allows a coach or a mentor to assist the employees in making an unbiased assessment of his or her skills and from there they can

create a solution together. After a given duration, they can make another assessment to see if there is a change in terms of development. The weakness of this method is that the success of a coaching method is highly dependent on the attitude of the employee towards the coach.

In conclusion, the advancement in technology has led to the creation of a huge skilled force that is slowly replacing the unskilled one. In addition, organizations that fail to recognize the need to stay update with the technological changes tend to meet a myriad of challenges. Therefore, training and development in human resource management is not an option for organizations but an essential component in their success.

References

• Amos, T. (2008). Human resource management. Wetton, Cape Town: Juta.
• Sims, R. R. (2002). Organizational success through effective human resources management: .... Westport, Conn u.a.: Quorum Books.
• Wexley, K. N., & Latham, G. P. (2002). Developing and training human resources in organizations. Upper Saddle River, N.J: Prentice Hall.