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Why is Training and Development so Important in the Workplace?

Training and development is the field which is concerned with organizational activity aimed at bettering the performance of Individuals and groups in organizational setting. It is a combined role often called human resources development (HRD) meaning the development of “Human” resources to remain competitive in the marketplace. Training and course development focuses on doing activities today to develop employees for their current jobs and development is preparing employees for future roles and responsibilities. It carries out an analysis that the objective of training and development is to create learning organizations which ensure that employees through value addition can effectively perform their jobs, gains competitive advantages and seek self-growth: this measurable performance resulting from good training and development, shall enhance organization development. It is a process transferring information and knowledge to employers. It is equipping employers to translate that information and knowledge into practice with a view to enhancing organization effectiveness and productivity, and the quality of a management of people. It should be considered along with education policies and systems which are crucial to the development of HR consultancies in the UAE such as Oman.                                                                            Training presents a prime opportunity to expand the knowledge base of all employees, but many employers find the development opportunities expensive. Employees also miss out on work time while attending training sessions, which may delay the completion of projects. Despite the potential drawbacks, training and development provides both the company and the individual employees with benefits that make the cost and time a worthwhile investment. Training allows employees to acquire new skills, sharpen existing ones, perform better, increase productivity and be better leaders. Since a company is the sum of what employees achieve individually, organizations should do everything in their power to ensure that employees perform at their peak. To ensure that our employees are equipped with the right kind of skills, knowledge and abilities to perform their assigned tasks, training and development plays its crucial role towards the growth and success of business. By choosing the right type of training, one can ensure that their employees possess the right skills for business, and the same need to be continuously updated in the follow up of the best and new HR practices and services. Training can be of any kind relevant to the work or responsibilities of the individual, and can be delivered by any appropriate method. For example, it could include:      • On-the-job learning      • Mentoring schemes      • In-house training      • Individual study

more information can be found here http://open.lib.umn.edu/humanresourcemanagement/chapter/8-2-types-of-training-2/

Importance of Training and Development in an Organizational Development Training and career development are very vital in any company or organization that aims at progressing. This includes decision making, thinking creatively and managing people. Training and development is so important because- • Help in addressing employee weaknesses • Improvement in worker performance • Consistency in duty performance • Ensuring worker satisfaction • Increased productivity • Improved quality of service and products • Reduced cost. • Reduction in supervision • Improved employee satisfaction and morale • Increased productivity and adherence to quality standards • Increased innovation in new strategies and products

Training and development programs can have a huge impact on a company. Like every other function in company, training and development should be focused on producing targeted and tangible results for the business. The key is to treat it seriously and consider it a capital investment and make it results-driven. More information is found at

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Why are HR policies and Procedures Important?

HR policies and procedures are usually an overlooked area of HR consulting, a company might find itself asking, ‘Why? Why do we need these policies for our business?’ The answer is simple, because you have people working for you!

Human resources is solely responsible for employee well-being and maintaining equilibrium throughout the organization. A definitive set of policy and procedures ensures compliance of business strategy with the local and employment laws, smooth business operations and a legitimate working environment for its employees

Various HR policy consulting Organizations have a complex mix of people who maintain different kind of employee-employer relationships. HR policies and procedures provide guidelines on such relationships by providing information on acceptable behavior, work schedules, conflict resolution, disciplinary procedures, and health and safety guidelines. These defined procedures refrain the organization from facing hyperbolic situations. HR Policies compliant with local and employment laws protects the organization from facing employee lawsuits and malpractices by clearly stating the guidelines on employee rights and responsibilities as well as the extent to which managers have authority over their employees. It acts as a reference material and provides a clear vision to the manager to organize workflow and maintain discipline in the organization. Further, clearly defined disciplinary procedures allows management to refrain from any bias decisions. Various HR GCC consultancies in the Gulf such as HR consultancies in Dubai take policies into effect which enables them to successfully maintain their workforce in a balanced manner. More information can also be found at https://en.wikipedia.org/wiki/Human_resource_policies

Organizations find themselves in a state of flux which challenges the business operation and drives the need for consistency. In mercurial matters like employee benefits, schedules, responsibilities create a risk of employee dissatisfaction and low productivity. Hence the need for defined policies and procedures arises again as it maintains consistent application of company’s principle to its employees and other stakeholders and provide a way to legitimately handle such matters and ensure equilibrium. However, not just the internal changes, the uncertainty of external environment calls for organizations to revamp their business strategies. In such scenarios HR policies and procedures plays a functional element for organization’s strategy. This means that, defined policies are the essential step towards building/ revamping the organization’s vision and goal. Hence, this provides aid to the management to build a strategy map keeping in view of what works best for the company and which maintains a healthy and safer working environment.

As stated by, Paul Sarvadi, co-founder of Insperity Inc., “HR policies support the way an organization defines roles and rules, explain consequences of actions and behavior and provide employees with tools necessary to do their work.” Whatever may be the approach, the key for success for any employee handbook lies in its well-structured policies and procedures. Before the need arises, it’s necessary for organizations to invest in both time and resources to develop policies and practices which in turn will ensure increased productivity and a state of equilibrium throughout the organization.