Learning and development is among leading businesses. Despite the current organizational budget squeezes, companies are making significant investments in training employees. Researches done on American companies reveal that these billion investments have actually improved the workforce where by skills are being transferred to everyday job (Wilson, 2005).
Human Resources and Learning and Development activities support the Organization's strategy
Learning development or training development is one of the most significant components to our work and lives. Many people perceive training to be an activity that gives the outcome or is a result of learning. The learning is also considered as the new competency or abilities, skills and knowledge. We highly value learning in our culture. We may have undergone a series of learning processes, but many of us are still not equipped with the knowledge of carefully modeling an approach to training and development. This topic can be found in the library includes a lot of information illustrating the main components of training and development linked to each other (Mayo, 2004).
The topic can also define formally or informally how training and development satisfies the needs of the reader and nature. Training and development are divided into other major components. The ones that we are mostly familiar with are other-directed forms and formal learning and development, this in inclusive of the strong attention with regard to the systematic structure and assessment of learning and development specifically as is being used in schools. This is ironic: the most popular learning and development informal and self-directed forms of learning exist with the absence to a systematic model and assessment without many experts to guide us through such experiences. Learning and development has many approaches accrued to it and also it comes with many activities undertaken for learning. We mostly subject our minds to thinking of the formal way, other activities directed include attending lectures or courses (Mayo, 2004).
Nevertheless, many forms of learning are informal and unstructured. When one is aware of this, it will broaden the chances of international learning and for modeling training for employees. This field or profession of training and development as many like to call it has witnessed a number of dramatic improvements, more so when they included web and computer-based technologies for learning. Moreover, beyond the individuals who are learning, we are making an expansion to the concept of learning. We also think that groups and other organizations can learn. Although the learning organization topics and knowledge of management are still new and popular, many persons would argue that learning and development programs exist. These persons may emphasize on the various forms of performance management for the organization. Nevertheless, the two topics look to be very changing and broad; here they are referred to as movements (Wilson, 2005).
Ways Human Resources and Learning and Development professionals support line Managers and their staff
Human resource should combine their workforce with line mangers so that the two parties can focus their interest in ensuring the company achieves success. When workforces are combined, line management becomes proficient in functions relating to tactical human resources. This creates time for human resource professionals to commit more time to human resource management that is strategic (Mayo, 2004).
The main function of the human resource management is to give support to the needs of the workforce of the organization. Human resource and line managers are supposed to communicate frequently and regularly to determine the skills and qualifications required for seamless operation for functions of the department. When there is a vacancy in the department of line manager, an employment specialist or human resource recruiter reviews the job description for competency and accuracy. During the process of selection and recruitment, human resource gives advice to line managers on ways of identifying qualified candidates and capabilities of the department staff (Wilson, 2005).
Workforce Strategy: Strategic planning between HR and line managers involves reviewing projections concerning future business demands to determine whether to train current employees to prepare them for promotion or to recruit candidates with higher level skills to augment the current employee knowledge base. By working together on immediate and future staffing needs, HR and line management benefit from reduced cost per hire and turnover. In addition, the organization benefits from appropriate succession planning and adequate staffing (Mayo, 2004).
Performance Management: Training and development are functions of human resource that prepares the line managers to perm various leadership tasks. One of these leadership tasks is carrying…