Importance of Training & Development Department in HR

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The ability of a company to reach its goals depends on the attitudes, skills and knowledge employees gain from training and development. Training and development are usually an important function within human resources departments.

Training Programs

Ranging from on-the-job training conducted by supervisors to highly specialized training using outside teachers with expert knowledge, training programs cover a wide variety of needed abilities. As a new employee, you must be taught the acceptable ways in which the company handles common functions such as payroll. If your responsibilities are new to you, individual or group instruction will be conducted. When changes are made in methods, materials or manpower, you will probably undergo additional training. A company's ability to succeed in the marketplace is dependent on its managers' and employees' abilities to function effectively and efficiently.

Training Objectives

The focus of training is the difference between a company's requirements for personnel with the skills and knowledge to perform satisfactorily and the capabilities of those personnel. Good human resources departments conduct frequent assessments of the company's requirements and the level of employee attainment. From the assessments they develop specific training objectives and determine the best ways to help employees meet these objectives.

Trainers develop methods to help trainees acquire information and create activities that enable the trainees to learn the necessary skills. The sessions may be conducted by trainers or, in smaller companies, by supervisors or managers.


Training and development programs benefit not only the company, but also the employees. By learning new skills, abilities to use new methods and materials and knowledge, you become a more valuable employee. Your employer finds it less expensive to train you than replace you with someone else.

Supervisors benefit from the training they receive and also the training the people they supervise receive. A well-trained employee will ordinarily exhibit better attitudes toward work, make fewer mistakes and demonstrate the ability to function with less oversight.

Effective training helps human resources departments by reducing the need for new employee recruitment. Better morale among personnel means fewer complaints requiring resolution and fewer disciplinary problems.


Development is seen as an adjunct to training because it usually involves preparing employees for more a more responsible or a new position in the company. An employer may send you to a college for courses that will enable you to perform in a more technically advanced job. Or your company may underwrite some or all of the cost of a degree program. This benefits you and the company over time.


Evaluation is usually conducted after completion of specific training activities or programs to test their effectiveness in meeting the company's goals. Evaluation provides feedback that enables the human resources department, the trainers and the trainees to determine what was more and less effective. It assists in determining the value of training activities on subsequent personnel performance.

The techniques for collecting evaluation data include observation during and after training, questionnaires, interviews and testing.



About the Author

Roy Sylvan has a Ph.D. in communication studies. He directed a large city department of aging, was COO of a consulting company and provided management training to companies and nonprofits. Writing for more than 40 years, Sylvan has authored articles in trade journals, magazines and blogs, and wrote a how-to book on starting a business.

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