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What is Training & Development in HRM? Methods, Types with Examples

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24th Jun, 2023
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What is Training & Development in HRM? Methods, Types with Examples


Growth in many other areas will result from investing in your personnel. Cash flow, output, and product quality are all included in this. Employee development may hold the secret to your business’s long-term success. One of the most crucial aspects of any organization is the training and development in HRM. This training aims to improve employees’ abilities, behaviors, and expertise by exposing them to new working methods. 

What is Training and Development in HRM? 

In Human Resource Management (HRM), a system of employee education is referred to as training and development. It contains various resources, guidelines, and exercises to enhance employee performance. Employees have the chance to broaden their knowledge and improve their abilities with the training methods in HRM.

It is a teaching tool that contains data and guidelines for honing already acquired abilities and introducing fresh ideas and information to boost worker productivity. An effective training and development plan built on an analysis of the training needs aids the business in raising the productivity and skill levels of its workforce.

History of Training and Development

To gain a better understanding of it, let’s look at training and development in human resource management. In the United States, it all began during the Second World War. The demand for skilled laborers started to increase all of a sudden. The American labor movement was founded at this time. Staff training and development growth can be primarily attributed to this movement.

Corporation schools were established in the early 1900s to give factory workers the skills they needed for their jobs. At this time, people also began utilizing personal computers for staff training. Modern staff training in HRM systems today is built on the foundation of this computer-based training.

Trends in Training and Development 

The following trends in HR training and development should be noted:

  • Online courses for self-paced staff development
  • Instruction in managing virtual teams
  • Tailored training courses based on the requirements of the workforce
  • Programs for learning mobile apps
  • Use of knowledge-sharing platforms by all staff
  • To stay up with evolving technologies, one must retrain and acquire new skills.
  • The accessibility of online learning opportunities
  • Instruction for new managers and leaders

Purpose of Training and Development in HRM 

A company that invests in its personnel will probably see increased financial success as a result. However, training in human resource management goes beyond just increasing profits. The aims of training and development in HRM are as follows: 

Increase company productivity 

You might want to think about upskilling your staff. It might increase their effectiveness by training them to use cutting-edge equipment and technology. Additionally, having more faith in their ability will inspire them to work harder.

They’ll also be able to overcome obstacles and rapidly adjust to changes. In addition to that, you’ll be encouraging a learning culture at your business. Your staff’s relationships with one another may improve due to their shared learning. 

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Improve product or service quality. 

Programs for training and development give professionals in your company a chance to share their knowledge. Employees will quickly pick up helpful hints and best practices for their jobs. They will be able to produce better goods or offer services that are more satisfying as a result. All of these elements could considerably impact the productivity of your business. 

Lessen employee turnover 

Employee turnover is positively impacted by training and development, according to research. Employees will undoubtedly value your company’s commitment to their development. This will increase their sense of commitment, belonging, and job happiness. 

Decrease costs and errors 

If your business has well-trained workers, mistakes are made infrequently to never. As a result, reworking flawed work requires less time and resources. Additionally, faulty service delivery and defective products are often disapproved of. They might also entail additional costs. 

What is the Role of HR in Training and Development? 

HR’s job in training and development is to help staff members realize their full potential. These responsibilities can be carried out to fulfill this important role:

  • Employee mentoring and guidance
  • Keeping an eye on staff performance
  • Getting comments and analyzing the information gathered
  • Providing educational opportunities and improvement activities
  • Providing adequate on-the-job training
  • Increasing employee motivation and spirit
  • Ensuring the general well-being of staff

What Are the 5 Processes in Training and Development? 

Five interrelated processes make up types of training and development in HRM. There is no clear beginning, middle, or end to these processes. Instead, they cross over to accomplish what they were meant to. 

Determine the need for development and training

If a company is running a training program, you may evaluate the potential for growth for both the individual employees and the organization as a whole. This may involve establishing a new department, bolstering the current teams, introducing new goods, or improving current ones. 

Establish clear objectives and targets

Setting a clear goal or objective for training and development comes after identifying the organizational needs. Establish a clear plan that satisfies the requirements of your training program, whether it is raising awareness of the release of a new product or teaching the installation procedure for new software. 

  • Product quality improvement: Businesses must be competitive in the market as consumers are frequently increasingly quality-conscious. 
  • Reducing time waste: It’s important to monitor employees’ capacity for learning and estimate how much time they need to spend learning. 
  • Putting safety measures in place: Every business is accountable for the safety of the management, employees, and clients working on its property. 
  • Supporting successful management: To prevent management-related challenges, the organization must have good management, planning, and control. The information provided during a training program can help employers and employees deal with difficult situations more skillfully.

Choose your training approaches and create a thorough plan. 

A complete training program includes teaching techniques, subject substance, a learning flow, and other crucial components. You can pick from the following training techniques: 

  • Classroom instruction: This can foster employee development and result in positive interactions that make new hires feel supported and welcome.
  • Computerized training: This allows for flexibility and scalability because it allows for the participation of any number of individuals who can move through the program at their own pace.
  • Training based on simulations: In this kind of strategy, trainees are confronted with hypothetical problems and asked to find solutions.
  • On-the-job or practical training: This enables staff members to comprehend the workplace and pick up new skills.  
  • Role-playing: The procedure involves the trainee and the trainer, and the trainees take on the role of someone who is faced with a problem and must figure out how to solve it independently.

Put the training program into action.

The company can carry out the training procedure through thorough, straightforward step-wise instruction and coaching after choosing a training strategy and approach. The business can plan training sessions and employ the necessary materials for this. Check out upGrad for obtaining a Professional Certificate Program in HRM & Analytics from IIMK

Analyze the results

Organizations must evaluate the program’s influence, efficacy, and level of success. You can ask the staff for feedback to find out if the program was beneficial and to see if they have any recommendations for improvement. 

Monitor activities

Monitoring employee performance comes last before training and development are finished. Management can determine whether the training was sufficient for the present or if advanced sessions are needed based on the training assessment findings. 

Examples of Training and Development in HRM 


When it comes to employee training and development, Etsy employs a comprehensive strategy. According to the company’s official website, its educational and growth method is founded on sociological, organizational psychology, theory of adult learning, and personal values and culture.


This well-known online retailer has pledged to upskill more than 300,000 of its workers. The goal of Amazon’s Upskilling 2025 promise is to give employees the training they need to land future high-growth positions. When it comes to employee training and development, Amazon is unquestionably an organizational role model.


AT&T aims to promote a culture of ongoing learning and skill improvement. The business created AT&T University, a wholly owned internal training organization for this.

To prepare the workforce for their tasks, the organization offers a variety of training and development opportunities. Methods of training and development are divided into two groups:

The Job Methods 

The core of all training in any organization is the on-the-job method. It is the type of employee development that is most widely used. It is a conventional training method intended to increase the knowledge and understanding of employees.

  • Job Instruction Training – Training through on-the-job instruction was created during World War II. In essence, it is used to instruct employees on how to carry out their current duties. A coach might be an instructor, a manager, or a fellow employee.
  • Coaching – Coaching is a lifelong learning process that involves doing. Direct instruction, direction, thorough demonstration, ongoing critical assessment, and correction are all part of coaching.
  • Mentoring: In this approach, a senior member of the organization takes on the duty of educating and molding a junior. A mentor serves as a junior’s teacher, mentor, counselor, philosopher, and facilitator.
  • Job Rotation – Rotating jobs and positions during training broadens trainees’ backgrounds within the company. An employee can better understand the organization’s many functional areas and overall viewpoint through job rotation.
  • Committee Assignment – The trainees join the organization’s committee as members. To debate and make recommendations, the committee was given an issue.

Off-the-Job Methods

Off-the-job instruction and growth methods are other components. To learn and obtain knowledge relevant to their employees that will improve their working abilities, trainees in this approach must quit their occupations and workplaces.

  • Special lectures and courses – Specialized training and lectures are still the most common technique of staff development because they are a conventional approach. These classes and lectures are made to broaden and increase the trainees’ knowledge. Any management or professional school created these lectures and courses.
  • Seminars and Conferences – Participants in this method must exchange ideas, recommendations, thoughts, opinions, and ideas.
  • Selected Readings – The self-improvement training method is this. The Trainees acquire the necessary information and awareness by reading numerous business periodicals and magazines.
  • Programmed instructions or learning – This is a way of step-by-step self-study using a textbook, computer, or the internet as the medium. This methodical approach to teaching job skills involves presenting questions or information, giving the individual a chance to respond, and then providing instant feedback on those responses.
  • Brainstorming – Brainstorming is a strategy for developing creativity that aids in finding novel solutions to challenges. With this method, the students are given a chance to come up with ideas in an honest and judgment-free manner.f


Management of human resources plays a crucial role in every organization. Without competent human resources management, businesses could not attract and retain top talent, grow and improve their operations, or preserve a positive, accepting workplace culture. We hope you have gotten a detailed understanding of training and development in human resource management with examples. 




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Frequently Asked Questions (FAQs)

1What three forms of training are there in HRM?

In the workplace, there are three primary categories of training, namely: Induction. On-the-job. Off-the-job.

2What function does training serve?

Training is a retention tactic that fosters dedication and loyalty among workers.

3What goals do training and development serve?

Increase the person's awareness level. Boost a person's proficiency in one or more of their areas of specialization. Increase the drive for someone to do their work successfully.

4What does HRM training and development entail?

In Human Resource Management (HRM), a system of employee education is referred to as training and development.

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