HOW DOES HUMAN RECOURSES FIT INTO LEARNING AND DEVELOPMENT
Introduction to Learning and Development
A fantastic
way to close skill gaps, enhance workplace culture, and boost employee
engagement and retention rates is through learning and development (L&D).
Additionally, spending money on learning and development is becoming one of the
most effective methods for companies to raise their total profitability and
return on investment.
The process
of fostering your employees' professional development is known as learning and
development. It entails identifying the skills gaps in your company's workforce
and creating training programs that equip staff with the specialized knowledge
and abilities needed to boost productivity. Offering training programs, online
education, mentorships, and development activities can help you do this.
Success can also be attained by fostering attitudes that enhance employee
performance, sharing knowledge and insights, and changing people's behaviors.
L&D
frequently focuses on re-skilling or up-skilling employees so they can fill new
positions within the firm or execute their tasks more effectively. Employees
can learn new leadership abilities through training that will position them for
future company promotions. This aids in attracting, developing, utilizing, and
retaining talent for organizations. Additionally, it improves the working
environment for staff members, lowers turnover, and promotes employee
happiness.
What does HR Learning & Development mean?
One of the
key duties of any organization's HR department is learning and development. The
HR manager is typically in charge of implementing L&D activities that
consider development at all levels of the organization. The management of the
employee development plan, however, may fall under the purview of a specific
L&D position or department in bigger firms. Even the COO or operations
manager is chosen by some businesses to participate.
HR and
L&D must collaborate whichever you decide to organize learning and
development within your organization. This is due to the fact that both
sections have some degree of overlap. They both, for instance, address
succession planning, performance management, and change management.
The main
distinction between HR and L&D is that HR specialists handle a variety of
tasks, such as processing payroll, hiring candidates, and maintaining employee
relations. The professional development and skill building of personnel is the
exclusive focus of the learning and development department, in contrast. This
entails determining where there are training shortages and creating employee
training programs that complement the overarching business strategy developed
by HR.
Developing a Human Resources Learning and Development Strategy
Managing
employee development is one of L&D's main duties, and it must be done in a
way that supports other important company initiatives. The strategic role of
L&D includes five areas.
1. Attract and retain talent.
The proactive discovery, evaluation, and engagement of people who have the potential to fill future jobs within an organization are known as the talent recruitment process. Building a talent pipeline of high-potential workers who can be hired as needed is the objective.
2. Develop people's capabilities.
Although generally conceived of as a linear process tied to a career track, firms today must rethink how they develop people's competence due to the changing nature of occupations and the skills necessary to succeed in the workplace.
3. Create a values-based culture.
L&D may support the development of a values-based culture and a feeling of community in organizations when the workforce is becoming more virtual and distributed throughout the globe. Millennials in particular are enthusiastic about working for ethical, environmentally friendly companies that advance society.
4. Build an employer brand
A key component of the employee value proposition is the employer brand, which is essentially how a business identifies itself to both prospective and present employees. It encompasses the goals, principles, character, and culture of an organization.
Conclusion:
Aligning
employee goals and performance with that of the organization is the aim of
learning and development. The people in charge of learning and development in a
business are required to identify skill gaps in teams and among individuals
before creating and delivering training to close those gaps. Finding any
knowledge or skill gaps in the workforce is one of the most important aspects
of L&D to ensure that employees can carry out their everyday tasks
professionally and confidently.
References:
Symonds, C., 2022. What is the Role of HR in Learning and Development (L&D)? [Online]
The Human Resources Management (HRM) is an organization's training system that aims to ensure the development of human resources in a manner that benefits the organization and employees alike. The HRM places an emphasis on developing and utilizing individual capability the best in order to benefit the employee and the organization to its fullest.
ReplyDeleteThank you for your valid feedback.
DeleteWell informative blog post to read. learning & development is key to success of every organization to make their set goals in reality.
ReplyDeleteLearning and development is a process of enhancing skills of the employee.in this blog its clearly explained and thank you for sharing it
ReplyDeleteSupun - Contents on the subject matter is very clear. They focus on training, filling learning gaps, evaluating employees, and creating learning solutions that help employees achieve their best work.
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