Training And Qualification In HRM?


Investing in corporate education is essential for Training And Human Resource Management, but what few people know is that there are two specific formats and moments for this training to take place. This is precisely one of the differences between training and development. 

Although these synonyms are often used to describe an activity or action, there is a difference between qualification and training, and knowing the correct definition of these concepts can help you develop a good plan for training professionals in your organisation. 

Training in Human Resource Management

When we talk about employee training in Human Resource Management, we are talking about someone in order to improve what he already knows, that is, the improvement of skills, around a position. 

When a position is assumed by an employee, it is necessary for him to be trained to assume the responsibilities and difficulties involved in that position. Training will teach them new and better ways to achieve goals. 

The training in Human Resource Management aims not only to reach the objectives but also to reduce the chances of the person making mistakes. 

For a salesperson, for example, the training would be linked to the use of sales techniques, customer service, and negotiation, among other topics related to that activity in the institute.

Development Or Training?

The first point to clarify about professional development is that this method is also known as professional trainings. In this case, both are synonymous and refer to the same techniques used by HR.  

Personnel development is a method that refers to the individual’s growth process, that is, it is related to the improvement of the person’s knowledge and skills, without being directly linked to an activity or process. 

It is about the ability to accumulate knowledge and information that can effectively improve the performance of an employee in their role, in this way, this method offers continuous improvement. 

Development is more focused on the professional’s future, it is a continuous learning strategy that promotes transformation and improvement in the medium and long term. This process can be focused on either an individual contributor or team.

To make it easier to understand the main differences between training and development, check out the table below:

  • Focus on improving a process or task execution
  • Focus on personal growth through CHA: Knowledge, skill, and attitude
  • Punctual improvement action
  • Continuous improvement action
  • Passive learning, in which the individual receives only the knowledge of applied practice active learning, in which the individual is the protagonist of their development.
  • Instructions are put into practice
  • Requires time for incorporation and learning of techniques

Why Is Employee Training Essential?

Every organization has goals to be achieved, and with a rapid market movement, achieving these goals is an increasingly difficult task for organisations that do not have trained professionals used to perform their functions.  

A measure in which the market becomes more competitive, or employee shows an indispensable investment for an organisation regardless of which segment of the organisation. 

Training and developing an organisation’s employees is the best way to prepare to deal with the challenges of their routines, in addition to updating them as changes imposed by the market. 

Training increases the effectiveness of the company’s objectives, professionals who have communication problems, participation difficulties, time management and organisation failures who can easily improve their skills through training. 

The same is true for cases where the company finds constant growth and needs professionals with management skills , who can easily perform monitoring or management loads when there is organisational development.

Investing in employee performance and development is a great gain for a company, as it offers employees more products and more resources, services that are better, profits and results achieved.

However, one of the most common mistakes, when we fail in training and development, is that many activities invest in these methods without understanding the real need of their company. 

For example, nothing should organize sales if your main problem is related to customer service, which is also known as after-sales.

Have you heard about LNT? 

If you work in the human resources department or in T&D, you are certainly already familiar with this acronym, but for those who have little contact, I believe you have never heard about this topic. 

LNT is nothing more than Needs Assessment , a process developed by the T&D team that aims to ensure that investments are made in generating the best possible results. 

Through various techniques, the LNT identifies the current level of skills, abilities or knowledge of employees by area of activity, and compares it with the level necessary for their position within the organization. 

Below are listed 4 essential steps for carrying out the requirements gathering of a company.

  • What is needed? Define the need first
  • efficient functioning
  • The first step is to create an employee training and development plan and identify the needs that your company has.
  •  Conducting a needs assessment allows the organisation to identify and focus efforts on areas where the practice is critical to achieving goals.

In this way, it is important that you have knowledge of the goals and use each department and the professional who is responsible for the development of the LNT, trying to clearly understand the organisation as a whole. 

Conduct a gap analysis

The second step in identifying training needs is to carry out an analysis of failures, or problems involving the current state of development and skills of employees. 

This step usually involves several methods to collect information and understand the problems of each department, among which are: individual interviews, questionnaires and self-assessments.

The objective is to understand what obstacles need to be overcome by the company. 

Available as training options

After carrying out the survey of the company’s needs and gaps, you will have a list of practice options. At that moment, it’s time to evaluate the goals and monitor the organisation, this must involve both a deadline and the objectives to be achieved.

How to create a good employee training plan

After carrying out the practice needs assessment, it was time to create a plan and put the action plan into practice. 

But how to create a good training plan ? And how to choose the ideal type of training for my company? 

To create a good plan, some questions need to be answered, such as: 

  • What training is already being offered and should be continued?
  • Will the training be carried out internally or externally?
  • Does it make sense to bring in a trainer to train multiple employees on the same subject, rather than sending them all off-site training?
  • Does a company have the expertise in HR or another department to carry out the training?
  • Can and should practice be conducted online?
  • What is the participants’ learning style?
  • Are all participants in one location or are they decentralised?

Once these questions are answered, you will have a more focused view of how to plan or train your business start-up deal. 

With this action plan done, it’s time to put everything planned into practice and act to make the training happen. Talk to those responsible for carrying out the practice and align the objectives and the material that will be used, reserve the space and equipment that will be used. 

One of the most important tasks of this process is the alignment with the professionals who will be trained. Publicize the practice schedule, as well as the practice objective and goals. 

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