Continuous personal development is an indispensable aspect of building human capital, no matter the industry sector. Thus, it is fundamentally necessary that Human Resources professionals are up-to-date on the latest developments in learning & development techniques and practices.For training and courses on Train the Trainer, Career Coaching, Mentoring in the Workplace, and HR Strategy, browse our selection below. To get in touch with qualified providers, simply ‘request information.’
How does Learning and Development apply to Human Resources?
The role of an HR professional is generally governed by three principle responsibilities: to recruit, develop and retain staff, or human capital. While recruitment entails the development of job descriptions and creating policies and a work culture that is enticing to prospective employees, the development and retention aspect of Human Resources is deeply embedded in Learning and Development. As the definitive mark of an effective HR department, L&D can do wonders when it comes to staff performance, the way in which employees experience the company goals and values and employees’ motivation levels.Also connected to Human Resources Management, Learning and Development, or L&D, refers to the process of and activities aimed at improving the performance and satisfaction of an organisation’s employees. If the term Learning and Development doesn’t sound familiar, that is because it is known by many names, depending on the industry or even the company. Common alternative titles include Training and Development, Employee Development and Human Resources Development. While the company as a whole greatly benefits from training and development, L&D is largely the responsibility of the HR departments. However, some organisations and industries do shift the responsibility to the employees themselves.The training, education and development included in L&D incorporates both the building of skills and competencies required for the job an employee already has as well as acquiring new skills. According, the refinement and enhancement of already required skills correlates to the “training” aspect of L&D. “Education” refers to the acquisition of new skills and competencies which can lead to long-term future planning, such as promotions or increased responsibilities. Finally, “development” represents the process as a whole, attributed to the ongoing process of skills training towards an employee’s future in an organisation. As a highly unpredictable process, the ROI of the “development” aspect of L&D is difficult to measure.
Training and Courses for Learning and Development Professionals
When it comes to training and courses in Learning and Development for HR professionals, approaches to its implementation are endless. Depending on the needs of the organisation and its employees, HR professionals can choose from a range of course types, including:
Assessing and measuring the training need in an organisation
Presenting learning in a persuading way
Challenging managers to realize the benefits of training
Approaches to managing the formal and informal learning needs
Designing training programmes
Assessing the best mode of training for your organisation
Evaluating the impact of training on employees
Measuring the effectiveness of training programmes
In short, L&D training courses aim to help HR or relevant professionals to further their own skills and knowledge in designing, developing, implementing and maintaining Learning and Development strategies in a way that meets the training needs in their organisation. L&D professionals may be interested in scheduling an in-house coaching training as such, courses are specifically designed to provide delegates with transferable skills. Other courses, such as train the trainer courses are centered on improving the skills of professionals working in an in-house training capacity as part of an organisation’s Learning and Development strategy.
The role of an HR professional is generally governed by three principle responsibilities: to recruit, develop and retain staff, or human capital. While recruitment entails the development of job descriptions and creating policies and a work culture that is enticing to prospective employees, the development and retention aspect of Human Resources is deeply embedded in Learning and Development. As the definitive mark of an effective HR department, L&D can do wonders when it comes to staff performance, the way in which employees experience the company goals and values and employees’ motivation levels.
Also connected to Human Resources Management, Learning and Development, or L&D, refers to the process of and activities aimed at improving the performance and satisfaction of an organisation’s employees. If the term Learning and Development doesn’t sound familiar, that is because it is known by many names, depending on the industry or even the company. Common alternative titles include Training and Development, Employee Development and Human Resources Development. While the company as a whole greatly benefits from training and development, L&D is largely the responsibility of the HR departments. However, some organisations and industries do shift the responsibility to the employees themselves.
The training, education and development included in L&D incorporates both the building of skills and competencies required for the job an employee already has as well as acquiring new skills. According, the refinement and enhancement of already required skills correlates to the “training” aspect of L&D. “Education” refers to the acquisition of new skills and competencies which can lead to long-term future planning, such as promotions or increased responsibilities. Finally, “development” represents the process as a whole, attributed to the ongoing process of skills training towards an employee’s future in an organisation. As a highly unpredictable process, the ROI of the “development” aspect of L&D is difficult to measure.
