A Definition For Hr Transformation Training

The essence of Human Resources Development and Training is in giving ones employees

the tools with which to develop their personal and organisational talents, knowledge, skills and abilities. It might also include training, some HR coaching, identifying employees with particular capabilities or potential, mentoring, the management of absence, rationalisation, performance planning, succession planning and general organisational development.

The ultimate object of the exercise is to maximise the potential of the existing workforce so as to produce the most effective and efficient service capability possible from an organisation of its size.

HR Development and Training can be provided either externally or internally, whilst some programmes may opt for a mixture of the two. In some cases an external provider will be commissioned so as to set the ball rolling, identify any waste and slack within the company, generate some quick wins which can be used to resource the remainder of the work, and then to withdraw and permit the organisation to continue streamlining and developing itself.

Another very important aspect of Human Resource Development, known sometimes as HRD, is to ensure the optimum synchronisation of individual personal talents with the wider corporate needs of a given organisation.

Inevitably Human Resources Development and Training has morphed into an industry in its own right, and specialist providers themselves employ significant numbers of people to provide advice and practical help to other companies. One important and fundamental aspect of their work has to be to manage any feelings of apprehension or suspicion that may be caused by their presence on site and to attempt to bring the workforce on side to ensure its co-operation for the duration of the reorganisation.

One way of achieving this is through HR workshops, which help to remove any mystery associated with the work of streamlining a corporation or company and improving its efficiency. HR courses are sometimes provided which shape the mindset as well as the practical skills for bringing on organisational change.

Good managers always understand that the cost of replacing valuable, experienced staff and then training their replacements can be considerable and prohibitive, and quite apart from the initial cost involved there is the possibility of creating a negative impact upon staff morale. It is most often much better to equip existing staff with the correct talents through which to maximise their own potential, and to provide a working environment which generates pride and commitment with the minimum of demand upon resources.

Some staff, of course, will need to be dispensed with if the need is to downsize, and the process of making redundancies can if it isnt handled correctly cause alarm to others within the organisation. Redundancy management is thus an integral part of any programme of HR transformation training.

by: Mark Richards

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