Task of Human Resource Management in Learning & Development Strategy

The Human Resources division of an organization is tasked with the primary responsibility of learning and development (Wilson, 2012).

The head of human resources is responsible for all of the responsibilities that are associated with the implementation of L&D initiatives that involve participation at all levels of an organization. A Learning and Development (L&D) role or a separate L&D department might be responsible for managing the employee development plan in larger organizations.

The primary distinction between HR and L&D is that HR is responsible for a wide variety of central employee administration functions, including the processing of payroll, recruitment and selection, and the management of employee relations. In contrast, Learning & Development is solely concerned with one function: the expansion of employees' professional knowledge and capabilities. This includes filling in any training gaps that have been identified as well as developing training programs that are in line with the overall business strategy that has been established by HR (Niazi, 2011).

Since the Human Resources and Learning and Development departments share some responsibilities, it is necessary for them to collaborate with one another in order to meet the objectives of the organization. Consider the following: people management, performance management, succession planning, and change management are all areas in which both parties are involved.

L&D is an essential component of an organization that seeks to strengthen its position as a market leader in the business world by locating and closing any skill gaps that may exist (Csillag et al., 2019). It is critical for employees to have a solid grasp of the organization's overarching goals and objectives. A capable HR team will provide their workers with support by organizing their learning and development opportunities that are both effective and efficient. This is a key contributing factor in the learning and development of employees, so it is important that an effective HR department in an organization is aware of when it is time to take a step back and allow the employees to take the lead.



The following are some of the roles that HR professionals play in the successful learning and development of employees:

"Focusing on a personal level with the employees – HR recognizes the individual needs of an employee and develops a variety of programs to bridge that gap" ["Focusing on a personal level with the employees"] Because they are able to improve their strengths while simultaneously working on improving their weaknesses, employees feel heard, valued, and motivated when HR personnel discusses challenges employees face with their daily job roles (Kumpikait, 2008). This allows employees to improve their strengths while simultaneously working on improving their weaknesses.

New Employee Induction Programs Should Be Efficient and Effective 1. New Employee Induction Programs Should Be Efficient and Effective 1. Induction programs are the stepping stone when newcomers join, familiarizing them with the organization's culture, goals, and expectations from both the employer and employee. Induction programs are the stepping stone when newcomers join (Hendricks & Potgieter, 2012).

Continuous on-the-job learning and development activities HR's role in this situation is to ensure that employees receive these activities on a regular basis to ensure that talent is used to boost employee morale while also effectively driving organizational goals and strategies (Stacho et al., 2019).

Keeping employees motivated throughout their careers - It is the responsibility of HR professionals to ensure that employees are aware that they play an important role in the organization (Stacho et al., 2019). It is the responsibility of HR professionals to make employees feel that their work is appreciated, which will motivate them to take part in learning and development programs that will help them evaluate their capabilities and determine areas in which they need improvement.

Making sure that the workforce has access to content of high quality - To ensure that the content of the programs is useful, relevant, high quality, and resourceful so that employees can apply what they have learned to their job roles is an enormous responsibility that falls squarely on the shoulders of the HR department that handles the L&D role.

On occasion, HR will take the lead on issues with the support of L&D (for example, the Induction Program), but L&D will be the primary player in the development of a customized learning and development program. In this scenario, human resources will play a supporting role. When these two departments work together, rather than each department operating independently, there is less confusion and redundancy in the work that needs to be done (Kumpikait, 2008). This makes it easier to complete tasks in an efficient and smooth manner.

Reference

01. Hendricks, K., & Louw Potgieter, J. (2012). A theory evaluation of an induction program. SA Journal of Human Resource Management10(3), Art. #421, 9 pages. http://dx.doi.org/10.4102/ sajhrm.v10i3.421

02. Kumpikaitė, V. (2008) “Human resource development in a learning organization,” Journal of Business Economics and Management, 9(1), pp. 25–31. Available at: https://doi.org/10.3846/1611-1699.2008.9.25-31.

03. Niazi, B.R.A. (2011) “Training and development strategy and its role in organizational performance,” Journal of Public Administration and Governance, 1(2), p. 42. Available at: https://doi.org/10.5296/jpag.v1i2.862.

04. Stacho, Z., Stachová, K. and Raišienė, A.G. (2019) “Change in approach to employee development in organizations on a regional scale,” Journal of International Studies, 12(2), pp. 299–308. Available at: https://doi.org/10.14254/2071-8330.2019/12-2/19.

05. Wilson, J.P. (2012) Human resource development: Learning, education, and training for individuals and organizations. London: Kogan Page.
Location: Colombo, Sri Lanka

Comments

  1. Nirosha DelgahagodaDecember 9, 2022 at 7:11 PM


    Great Contain Yohan, further for businesses to expand globally, SHRM practices are vital for aligning and integrating their diverse workforces. HR professionals benefit from a blended framework of traditional and discretionary SHRM practices to align employees' skills to the organization's goals. SHRM practices comprising recruitment, selection, and training, are aimed at promoting efficiency alignment to establish the best fit between the skills and capabilities of the individuals included in teams and the requirements of the organization (Ijose, 2010).

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    Replies
    1. Yohan FernandoDecember 19, 2022 at 9:19 AM

      Thank you Nirosha. Moreover, an organization ought to encourage its workers' self-confidence in their capacity to improve by prioritizing learning and development and providing opportunities for advancement. This is the best way to boost workers' belief in their own potential for growth. In addition, an individual who works in an organization in which learning and development occur frequently has a good chance of observing other individuals engaging in these activities, which can serve as a source of modeling. It has been demonstrated that modeling can increase a person's confidence in their own abilities to perform a task. (Theodore J. Maurer, 2002)

      Delete
  2. Nilusha WanasingheDecember 10, 2022 at 5:02 AM

    Agreed with your blog post Yohan. Furthermore, In case of learning organizations, training has been linked to both corporate strategy and organizational performance: training must be aligned to organizational strategy in order to result in high performance (Delery and Doty 1996).

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    Replies
    1. Yohan FernandoDecember 19, 2022 at 9:20 AM

      Absolutely, Visitha You are totally correct in every way. A skilled human resources team will create opportunities for their employees to learn new skills and advance their careers in order to assist the company's workforce. An efficient human resources department in an organization that understands when to step back and let the employees take the lead can be of great assistance to the learning and development of the staff members who work there. According to Wilson (2012), the Human Resources department in an organization is tasked with the primary responsibility of Learning and Development. The director of human resources is responsible for all responsibilities that are associated with the implementation of Learning & Development programs that involve all levels of the organization.

      Delete

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