Enhancement of Efficiency in Human Resources through Training

Training is a vital component of Human Resource Development (HRD). In the context of HRD, Human Resources means a collective of personnel in organisations, either in the public or private sector. Human Resources differs from other resources the employer uses partly, because individuals (employees) are endowed with varying levels of abilities, which include aptitude, skills, attitudes and knowledge, with personality traits, gender, role perception, differences in experience, motivation and commitments.

- W.A. De Silva

HRD is considered part of the Human Resource management (HRM) process that specialises in the continuous development of human resources in organisations in the public and private sectors as well. HRD professionals emphasise that employees are the primary resource for gaining a sustainable competitive advantage for organisations. By integrating human resource activities with the corporate strategy, organisations can meet both efficiency and organisational objectives.

Performance of employees of any organisation is based primarily on three variables, namely skill, knowledge and attitude. In addition, organisational behaviour (OB) theorists suggest that behaviour and performance of human resources is a function of at least four variables, viz, ability (which includes skill knowledge and attitude required to accomplish the job assigned to the employee), motivation, role perception and situational contingencies.

Training should be based on training need analysis. Training needs are based on the outcome of performance deficiencies. Identification of performance deficiencies is considered as first step of the Scientific methodology of training.

Various techniques could be used to identify performance deficiencies, such as performance appraisal schemes, questionnaires, surveys, skill tests, advisory committees, group discussions, interviews with potential participants, Management requests, observation of behaviour, evaluation of past training programmes, etc.

Training need analysis involves a comparison of goals at the level of the organisation, goals of the jobs assigned to the employees that of the achieved levels of goals. In the process of comparison, performance deficiencies or performance gaps could be identified.