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Role of HR in a Successful Training and Development Process


It is the workforce that makes an organization run. That fact aside, it is essential to equip the workforce with the necessary tools and equipment they need to do their jobs properly. This, in essence, is what management training and development in human resource management (HRM) encompasses. Providing your employees and staff with the following learnings and opportunities makes up the training and development aspect of your organization:

  • Providing them with lessons and learning material that help them upskill and improve their performance on the job.
  • Providing them with the necessary training required to complete the tasks they encounter on their jobs.
  • Providing them with the necessary tools (software or hardware) that enable them to work productively and measure their performance and results.

The importance of continuous on-the-job training for employees is known to everyone. No business can succeed in a true sense if the core of the organization, i.e., its employees are not productive. The learning and development of employees is vital for their performance improvement as well as their retention. The aim of online training for employees is to positively impact their output while also making the vision and mission of the organization clear to them.

Training and development in HRM are integral parts of an organization. In order to improve its competitive edge, a company should have employees who can learn better and then translate that learning into action more rapidly.

The role of HR is vital for a smooth training and development process. The responsibilities of HR do not end with the successful onboarding of employees; in fact, HR should watch the performance of employees closely throughout their careers. HR is someone who believes that employees are the most valuable assets of the organization. A good HR organization sees the potential in employees and makes them utilize their training hours to the fullest. The aim of a competent HR is not to fill the spot; in fact, he or she helps employees achieve success by arranging effective and efficient training programs for them.

There is no denying the fact that human resource professionals play a key role in employee development. HR professionals offer employees a competent learning management platform so that they can effectively collaborate within the company. It’s a great misconception that human resource professionals only interact with managers and functional heads.

In fact, they ensure that the learning and development needs of employees are met by creating a successful learning path for them. Human resource professionals are not always the leaders; they understand when they should step back and let the employee take the lead. This is one of the most important contributing factors in the learning and development of employees.

History of Training and Development

  • While it may seem that HR training is a new concept, it has actually been in practice – albeit in different forms – since World War II.
  • It began as a labor movement that allowed employees to gain necessary training for on-job tasks, with the training and development aspect becoming quite popular soon after.
  • By the 1900s, there were corporation schools where production workers could gain the necessary skills needed to work at facilities.
  • Today, by way of online training, courseware, and lessons, employees are increasingly upskilling and reskilling themselves to be of better value to their employers.
  • Furthermore, the emergence of interactive learning methods has fuelled the throttle of the training and development trend of late.
  • Let’s now understand the objectives behind this process that make it so important for an organization.

HRM Training and Development Objectives

The role of an HR in training and development has been discussed below:

  1. Improving Productivity
  2. Improving Service Quality
  3. Reducing Turnover
  4. Reducing Costs of Errors
  5. Staying Updated with Trends

What Are the 5 Processes in Training and Development?

There are five distinct stages of the learning and development process:

  1. Assessments and Setting Goals Stage
  2. Motivation, Engagement, and Encouragement Phase
  3. Design and Development of Modules Phase
  4. Delivery Phase
  5. Evaluation and Follow-up

Contribution of Human Resource Professionals in Successful Training and Development of Employees

  1. Building a Personal Connect with Employees
  2. Providing an Efficient Orientation Program to New Employees
  3. Organizing Ongoing Training Activities
  4. Motivating Employees throughout their Career
  5. Ensuring the Delivery of Quality Content


Whether it be mentorship programs, skill assessments, or onboarding processes, the human resources department administers all kinds of learning and development activities at an organization. The modes and methodologies differ; however, the objectives remain the same. The HR manager is, therefore, responsible for imparting meaningful training and development practices to an organization’s employees, which will synchronize the growth of the individuals and the company as well.

Gyrus is one of the most popular and valued platforms that offers competent learning management systems competent learning management systems for your employees to enhance their learning abilities and skills. With the help of this platform, human resource professionals can provide a number of hands-on experiences to their employees, and in this way, they strengthen their relationship with them.

Frequently Asked Questions

  • What is L&D in HR?
  • L&D stands for learning and development. Assessments are the process by which the employer provides resources and courses to the employees for career development.
  • What are the four training and development activities?
    The four major types of training and development activities are:
    • Soft skills training
    • Technical skills training
    • Team and leadership training
    • Product, service, and quality training
  • What Are the Three Main Responsibilities of Human Resources?
    The three main responsibilities of human resources are:
    • Administrative resposibilities
    • Change Management
    • People Management
  • What Are the Four Major HR Functions?
    The four major functions of human resources are:
    • Planning
    • Directing
    • Organizing
    • Controlling
  • What Are The 4 C’s of HRM?
    The four Cs of HRM are:
    • Catalyst
    • Coach
    • Conductor
    • Consultant


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