HR Unleashed: Mastering Learning and Development for Organizational Triumph

Introduction

The Human Resource (HR) professionals in the organisation have various roles to be played that include screening and recruitment of employees, the HRM dissertation help employee management and retention, performance management, learning and development and others. The HR acts as the backbone of the organisation who ensures proper number of workforce is present so that productivity of the organisation can be maintained (Sparrow et al. 2016).

The aim of the poster is to inform the role of the HR professionals in regard to learning and development along with the way learning and development are processed within the organisation.

Learning and Development in HR

The Learning and Development in Human Resource (HR) has the key aim for improving the individual and group performances by increasing the knowledge and skills of the employees (Wallo, 2017).

Role of the HR in Learning and Development

Identify Skill Gaps:

In learning and development within the organisation, the HR has the role to examine the gaps of the individual employees as well as team skills so that they are able to provide timely feedback to the management to plan for remediating the concerns (McGuinness and Ortiz, 2016). This is because without gap analysis the HR would be unable to know the resources to be required and people to be engaged in the learning and development program for ensuring benefit to the employees. The HR to execute skills gap analysis in creating and learning and development program uses 360-degree feedback as well as interview techniques.

Assign employees to ongoing programs:

The HR in learning and development has the role to determine which skills and knowledge are required to be learned and developed by the existing employees while working within the organisation so that they can work productively to ensure competitive advantage to the organisation (Hazen et al. 2018). This is because continuous innovation and improvement happen in the industry of operation by the company due to which online learning and development programs are to be accordingly arranged by the HR. It is to make the existing employees work in progressive manner by uncovering talents and avoid to become stagnated. Therefore, HR has the role to arrange ongoing programs and recruit the employees of the organisation to continuously update their skills through ongoing learning and development program.

Career Development:

In learning and development, HR has the role to determine the aspects to be fulfilled in the programs so that the existing employees have the ability to make career improvement. In this respect, HR also has the role to consult with the employees to determine the career path which they wish to follow. This is because based on the information the HR can arrange resources and programs to promote their learning and development of skills and knowledge to help them develop better career (Shan, 2016).

Allocation of experienced professionals:

In learning and development, HR has the role to consultant and determines experienced professionals from outside the organisation to be recruited to provide information to the employees to learn and develop at regarding work. This is because the experts provide valuable information that leads the employees to learn and develop new skills and knowledge to create innovation and better productivity at work (Davies et al. 2017). The HR to promote learning and development has the role to identify employees within the organisation who have the potential and talent of effective leadership so that they can be recruited in making directing and planning the learning and development programs for establishing improvement at work (Ladyshewsky, 2017).

Types of Learning and Development

Technical Learning and Development: In this process, the employees within the organisation are allowed to gain information and skills regarding the way to use a particular technology or equipment at work. The is essential as it helps the employees to become proficient in using the technology or equipment to execute the work in faster manner, in turn, acting to increase the productivity for the organisation (Oviawe et al. 2017). In addition, the personal efficiency of the employees through the type of learning and development is improved due to which they are able to deliver better work effort to show improved performance (Esmond, 2018).

Quality Learning and Development: This type of Learning and Development is implemented in organisation which is involved in physically developing a product. In the process, the employees are allowed to learn information and develop skills regarding the way they are managing the production of the goods so that proper quality standards as determined is reached at the end (Lundkvist and Gustavsson, 2018). This is required to provide satisfaction to the customers on purchase of the goods.

Soft Skill Learning and Development: In the process, the employees are provided information regarding the way development of their existing interpersonal skills is to be made so that they show evolved personality at work. This is because effective portrayal of soft skills by the employees makes them able to develop rapport with other staffs to work collaboratively without conflict in the organisation ensuring establishment of positive work environment (Ritter et al. 2018).

Benefits of Learning and Development in Workplace:

Performance Improvements:

The implementation of proper and effective learning and development process in the organisation is able to allow employees to perform their roles and responsibilities in a better way. This is because gaining required and additional information through learning process regarding the way they are to execute the work to fulfil the mentioned responsibilities helps the employees to have confidence in themselves. This, in turn, is going to enhance the overall performance of the employees due to lack of doubt that would consequently benefit the organisation (Burke, 2018).

Employee Satisfaction:

The involvement of the employees in a proper learning and development program within the organisation leads them to feel valued. This is because such programs create a supportive culture where the employees through continuous learning are able to resolve the barriers faced by them at work which are not previously able to be done by them due to lack of effective information. Thus, through learning and development employees are able to execute fewer errors at work, in turn, making them feel appreciated leading them to have satisfaction with their jobs which also enhances their motivation to perform more effectively (Jaworski et al. 2018).

Resolve weakness:

The presence of learning and development allows the employees to overcome their weakness as well as learn regarding the way they can more effectively use their strength in their advantage at work. This leads to resolve weaker links within the company and the overall improved knowledge leads employees to work without supervision, in turn, creating greater efficiency at work (Grm et al. 2017).

Better consistency:

The consistency is seen to be related to the internal policy and procedures of the company that is to be essentially known by the employees. The presence of robust learning and training within the organisation helps the employees to have consistent experience as well as background knowledge within the organisation. Thus, it is beneficial to maintain better consistency at work (Holdsworth et al. 2019).

Improved productivity and innovation:

The learning and development increase the success of accomplishing any projects within the organisation as the learned skills and knowledge lead the employees to act with increased efficiency leading to contribute to improving turnover for the organisation. The learning and development also lead the employees to express creativity and innovative ideas at work (Lyubovnikova et al. 2018).

Reduced staff turnover:

The learning and development of the employees are beneficial to lower staff turnover within the organisation. This is because continuous assistance to the employees to learn and develop improved skills helps to resolve their confusion and frustration to be experienced at work due to lack of efficiency to manage barriers and problem (Van der Heijden et al. 2016).

Challenges with Learning and Development at the workplace

Hectic Schedule:

The employees within the organisation contribute effective amount of time in executing their duties and accomplishing work. However, the additional requirement of time investment by the employees for learning and development process and programs makes them resist in participating. This is because they experience lack of work-life balance. However, on-job learning and development can be established to resolve the issues in which extra time would not be required by the employees to be invested at work to learn and develop their skills (Emerson and Berge, 2018).

Dispersed Workforce:

The presence of dispersed workforce leads the HR to face challenges of identifying proper skill gaps, experiences cultural differences and non-cooperation from the employees. This leads the HR to be unable to identify the way to plan the learning and development within the organisation to achieve its benefits (Ladyshewsky, 2016). The issue can be resolved by using social tools to unify the employees so that they through proper persuasion and discussion of concerns to be resolved are able to be involved in the learning and development process ion successful manner.

Diverse Learning habits:

The different preferences of the employees regarding the learning styles to be used for supporting their development creates challenges for the HR to execute successful learning and development in the organisational environment (Kicheva, 2017). The issue can be resolved by executing a needs analysis of the employees regarding their preference of learning style to determine the best approach to be used and communication channels are to remain open for the employees so that any clarification required during their learning and development process can be resolved.

Continue your journey with our comprehensive guide to HR as a Thinking Performer.

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