IntroductionThe issue of training and development is a fundamental aspect of SHRM. Certainly, managers cannot afford to ignore the issue of improving the skills of both new and current employees, as organizations seek to remain competitive (Saks et al, 2011). As the world market place continues to become increasingly competitive, it is imperative that members of staff have the most effective skill requirements. Without training and development the following processes can never be effectively implemented in an organization: careful recruitment and selection, the provision of career opportunities, the effective retention and recognition of the talents and skills of skills, among numerous other functions (Jamrog & Overholt, 2004). Functions of Training and DevelopmentGenerally, it is the responsibility of the SHRM department to strategically develop and apply ongoing research on various advances even as it trains and develops its staff.
One of the particular functions of the SHRM department is to understand and relate to employees as persons, hence recognize needs and career goals of every employee. The department is also responsible for developing constructive interactions between employees, to promote teamwork and constructive enterprise output and the growth of a homogeneous organizational culture (Annacchino, 2007).
All recruitment, training and development functions of essential workforce are handled by the SHRM, which also makes requirements for all expressed and promised payroll and benefits. Another very important function of SHRM is to provide effective training and identify fields that suffer insufficient training and lack of knowledge and as a result offer counteractive procedures such as workshops and seminars. It is also the function of SHRM to create a suitable platform for all employees to put across their goals, and more importantly, provide the needed resources to carry out professional as well as personal schedules.
In addition, the SHRM implements strategies to generate and sustain competitive advantage, as well as to empower the organization to effectively meet the organization’s strategic goals by effectively managing staff (Annacchino, 2007). Ideally, it is the responsibility of the SHRM to carry out interdisciplinary examination of all of an organization’s employees. Therefore, it is their responsibility to ensure employees add value to the organization, which is achieved through management processes for example workforce planning and recruitment processes, orientation and training of hired employees, administration and evaluation. Importance of training and developmentThe need for an appropriate training and development strategies is increasingly becoming inevitable for organizations to enable them achieve organizational strategy and growth.
To understand this need it is fundamental that this concept is firstly understood, as this is prerequisite to understanding the strategic training and development approaches that firms should adopt in their SHRM models. Training and development is recognized as among other interrelated SHRM areas of importance, without which effective training and development processes cannot be achieved.
These include careful recruitment and selection, the provision of career opportunities, extensive communication and information sharing, decision-making involvement, the appraisal of every individual’s development and job security (Jamrog & Overholt, 2004). Every organization should come up with activities that can help its staff members meet its mission through formal and informal traisning, education, and on the job developmental experiences. SHRM experts agree that the focus should be on developing a culture of knowledge sharing and development so as to continually the quality of work life. The majority of companies use various means, for example online learning, traditional classrooms, blended models, online learning, satellite broadcast or the common method, on the job training.
In addition, organizations also use appropriate in-service curricula which can be founded on the estabished training needs, departmental initiatives and professional standards. This can be achieved using resources of the organization in various departments, in addition to resources such as web based training resources and computer based training. It is recommended that the SHRM manager should evaluate each training and ddvelopment opportunity presented to an organization, focusing on the return on investment.
With regard to training, important elements that should be evaluated include the delivery method, cost of the method per participant, travel elements, and the impact of the opportunity. It is also recommended that the SHRM manager should coordinate the required training so that it can include elements such as technology usage to boost productivity.