Learning and Development with H-HR-C

Learning and Development is a broad concept which is now being explored by many individuals, organisations, institutions, charities mainly because of the positive results it has managed to yield in the past two decades. While a college/university education was/is a sure way of getting a great opportunity employment wise, most organisations have decided venture through other channels for example learning on the job i.e apprentices. By doing so they are guaranteed to have a bond for how long an employee can work for them at the same time reduce their costs on salaries/wages that they pay for their services and promote their social corporate responsibility within their given communities.

Learning on the job has many advantages because most people chose what they are passionate about and develop their skills at a very young age which then gives them that competitive urge to do better given an environment to grow their passion and investment at the same time. Professionals who went to universities and gathered useful information will then only be required at high levels of the decision making process where tactical information is needed and help develop the teams that are already in place to best suit the objectives of the organisation is aiming to reach.

Lately there have been risks in the job market for those with less qualifications which has put pressure on organisations/companies to develop the skill of their employees so that they remain competitive and marketable in case they are made redundant or seek greener pastures. Learning and Development has introduced more positive than negative this will be highlighted in or researched data which looks at big organisations such as the NHS and multinational companies like Vodafone/BP. Humba HR Consultants conducted a survey which indicated that most companies/organisations employee turnover has improved in the past two decades and has seen less cuts over the years of economic downturn in Europe. 

Retention of the best and development of those who are not quite there yet, has help with less accidents and  more positive results being achieved by the organisations therefore helping with the budgets that have been strained due to the economic hardships that has seen many reputable companies go into administration. Instead of hiring temporary staff or making staff redundant most of them have decided to resort to the avenue of in-house training or work related courses to help the struggling staff to regain confidence and be the best at what they do under less supervision.

One of the most important aspects of Learning and Development is to equip employees with the necessary information and capacity to adapt where there is need for change. Innovation has cause many manual job cuts by the introduction of computer operated machines which work 24/7 leaving less need for human input. Employees stress over these developments because of the fear of losing their jobs and being unable to pay their bills or look after their families, which brings us back to the apprentice based employees. These employees will have knowledge of one particular work environment and be masters at what they do but in situations where the company goes into administration, "what do they do??" . This is when the Learning and Development comes into play to discover what training they require and how to implement it in a different set-up/working environment.