Article [3] Training and Development from the Perspective of HRM

 

Introduction

 

Human Workforce is a greatest asset an employee can ever have in its organization (Singh, R. and Mohanty, M., 2012). For such an asset a company needs to prioritize on investing in the training and development program. By doing so the company can be able to have the employee skills being developed and upgraded that will end up giving more productivity to the organization.

As the industry it is a 24x7 / 365 days non-stop operating industry where you rarely find the regular type of working environment. Yet those who are working in this field those who choose to work in this industry should be encouraged and give them the necessary training program. Many of those who are joining in this industry are coming with a limited amount of knowledge. In order to do so the Human Resource Management Department does a major part in this training and development.

 

What HRM does in the Training and Development?

 

Necessity of Training and Development: Logistics staffs works around the clock and they are with a limited amount of time for any skills development and professional advancement. Regardless of their lack of the proper training and knowledge they still do their work but not in their best level. Most of the time employee’s are having great issues regarding their work and knowledge. But the HR department does have their regular self check of the employees, self assessment on their knowledge and ability and appraisal. This will enable to find the needs of the training they need to have their ability to be developed and get them trained.

 

Curriculum Development for Employee: HR managers are working along with the government department and relevant industry specialist ( such as IATA, FIATA, ICS-UK ) to have build up a proper mechanism to train the employee to develop their skills. The HR managers are always vigilant and make sure that industry related upgrades are being implemented on a proper time frame.

 

Coaching and Mentoring Program: HR managers do align with the middle level managers to get the necessary industry updates that need to be given to the staffs who are working on the field. Most of the time training is being done by professional or industry experts.

 

Effectiveness of Training Given to Employee: Once the desired program being given to the employee’s, the HR managers does have regular assessment and employee performance assessment in order to identify that the training program given to the employee had achieved its ultimate target or whether any deviation in the training program to be done.

 

Cost Effective Training Program: The industry is having a very heavy cost cutting with the challenging market conditions. Being such the HR managers do need to have their training program being planned according to the financial budget that is being given to them from the finance department. Regardless of the cost cutting the training is being selected by the HR managers based on the requirement of the employee’s current position.

 

Conformity of the Training program to the regulatory body: Though the training program can be based on the HR managers, regardless of the HR managers knowledge on the job training and skills development, there may certain requirement essentially needed from the regulatory body and government that needs to be addressed when the training program is being designed.

 

 

 

Assessment of Training Program -

 

According to Otoo (2019) once a training program which is being given to employee’s, the outcome of the training can be viewed in the performance and the revenue generation which will be having a rise. But most of the time it can be the same. Sometimes many of the training programs have certain flow that goes wrong. But yet the HR managers should always have to find a way to rectify the issue.

 

 

Financial Budgeting for HR Training Program and Development

 

Mitrofanova, and Konovalova,(2019) Indicates that any training program or development program organized by the HRM department or organized by external parties needs to be organized and conducted based on the financial obligation that they have been given from the Finance Department.

 

When considering this HRM department needs to focus on below things as well:

 

1. Industry Requirement / Government Requirement
2. Middle managers requirement
3. Employee level of knowledge to consider
4. Financial Obligation
5. Entity related obligation to outperform in the market

 

As these needs to be considered when planning training development, yet the HR managers needs to always keep the first thing that the financial budget of the program that they are going to give to the employee’s.

 

The Research article of Abdullah (2009) gives a view of the Human Resource Management and its exceptional work that is being given to an organization towards building up the skills and knowledge of the employees’ of that organization. This is a very valuable thing that is being given to them as the training and development will increase the employee performance and output. This can help the performance to increase, revenue to generate more higher, cost of the service provided to be minimized, service level and service standard to increase.

 

Proper investment towards to training program or HR program is a major and a vital investment a company can do so. HRM does helps the organizations to enhance the skills of the employee’s and gear the company to meet the company the challenging market with the necessary fundamentals that may help to lead the market conditions.

In the field of logistics that is a game changer in terms of the work schedule and the work style of the employee’s. HR Managers are having a challenging and tough time in gearing the employee’s in those sectors where it is very crucial and more challenging other than the other industry compared to. Many of the employees those who work in the logistics sector do have a limited knowledge or none at all. Even if the HR managers get them trained and make them to perform in issues and situations, yet this can be more of a grief situation where the outcome may not fall to their initial plan. Yet the HR managers are playing a vital role in order to make sure the successful employee’s being brought to the industry to boost the company as well as the industry itself.

 

Reference

 

Singh, R. and Mohanty, M., 2012. Impact of training practices on employee productivity: A comparative study. Interscience Management Review (IMR), 2(2), p.74.

 

Otoo, F.N.K., 2019. Human resource management (HRM) practices and organizational performance: The mediating role of employee competencies. Employee Relations: The International Journal, 41(5), pp.949-970.

 

Mitrofanova, A.E. and Konovalova, V.G., 2019. Opportunities, problems and limitations of digital transformation of HR management. European Proceedings of Social and Behavioural Sciences.

 

Abdullah, H., 2009. Major challenges to the effective management of human resource training and development activities. Journal of International Social Research, 2(8).