Learning and Development and HRM

Figure 1- Learning and Development (Kirkwood, 2017)

In today Human resource is considered as the main resource that decide successive of any company. According to Kirkwood (2017) research done among USA multinational companies, identified that  company successive is depended on ability of updating employees with business environment changes. It can be evaluated that, in order to maintain competitive advantage constantly, it is a main job of HRM to develop employees’skills and knowledge in according to changes in business environment via Learning and development (L&D) and ensure stability.

Figure 2 - Definition of Learning and Development (HRZONE, 2010) 

Chandrasekhare (2011) stated there are two main L&d types.Table 1- Learning and Development methods 

In 21^st century digital age, most of the companies practice L&D by technology based learning. Such as PC based programmes, multimedia, interactive videos, web based training and etc, that ensure more trainer’s involvement on trainees comparing to other learning methods, which will enhance employee knowledge and skills.

According to Cindy (2007) research done among London Gas well drilling company’s employees highlighted that, employees who participate for company training have no turnover intention or neglectful behaviors. It can be argued that, L&D not only improve employees’ knowledge and skills, it stops turnover intention and unethical behaviors, which will ensure companies to maintain a good organizational culture.

But in order to implement L&d programmes, HR will have to invest money with a risk as Berger, Fulford, and Krazmien (2008) research done among US top companies’ lower-level employees identified, though most of companies spend more than $40 billion per year on L&D, employees doesn’t knowing the value of it. It indicates that, though HR invest money on L&D, as employees do not get maximum benefit on improving their knowledge and skills and contribute them for company successive, HR will be pulled for being a cost center though the goal is to become a profit center. HR will have to demonstrate the value of L&D for each and every level of employee to get maximum benefit of it, in where it has become a challenge for HR to keep  L&D as a top priority in an organization and convey value of it specially for lower level employees.

With globalization, today most of multinational companies are operated in different geographical areas. But as L&D have to be consistent, it is a challenge for HR for providing consistent training due to geographic limitations, increased costs, language barriers, translation issues, and virtual training needs.  

References

Berger. F, Fulford. M., and Krazmien. M. (2008). Human Resources Management in the 21^st Century: Predicting partnerships for prifits. Ithaca: Cornell University.

Chandrasekhare. B. (2011). Management. Support to "Child Education and Eradicate Child Labour System" , pp-4-8.

Cindy. W. (2007). 21st-Century Human Resource Management Strategic Planning and Legal Issues. London: Press.

HRZONE. (2010). Learning and Development? Available on: HRZONE: https://www.hrzone.com/hr-glossary/what-is-learning-and-development. Accessesd on 5th July 2018 at 8.36pm.

Kirkwood, C. (2017). What Are Some Challenges of HR With Training & Development? Career Trend , pp-4-9.