Human Resource Development (HRD) is a practice that combines training, organization development, and career development efforts to encourage improvement of individual, group, and organizational performance. The main aim of the human resource department in an organisation is to make sure that the organisations has the supply of skilled and trained resources to execute the different processes in the organisation. Human Resource Development is one of the most important departments of an organisation as it takes care of the most important asset of the organisation – its employees. In this paper, the different methods used by the human resource management department in an organisation to train the employees will be discussed.
Learning curve is based upon a very simple fact – when a person perform a repetitive task, he takes less time in performing the task as the number of times he does the same task. In other words, when a person does a task, it takes less time than it took last time. This reduction of time in performing a task indicates that the person is learning. In this manner, the learning by doing forms a pattern which is known as learning curve.
A simple illustration of the learning curve in the terms of production time taken in the process against the number of units produced is shown in the below picture:
The generalise learning curve based upon the learning and experience is also shown below:
The above learning curve shows that as the experience of the employees increase, they take less time in performing the tasks. In other words, people become more efficient in the work when they keep doing the same task again and again (Argyris and Schon 2007). When a new employee who just completed his education is hired by an organisation, the HRD department makes sure that he becomes efficient in the working processes of the organisations. Most of the organisations now prefer on the job learning methods where employees are assigned the tasks even if they do not have any prior experience, but a mentor is appointed to help them in the task and also to monitor the progress.
The skills an employee acquires through working are known as transferable skills as these skills could later be applied by the resource in the future assignments. Some examples of transferable skills are – Communication skills, negotiation skills, time management, and problem solving ability, decision making ability, analytical approach, research skills and flexibility. Transferable skills are very important for the employees as they help them in becoming an important asset for the organisation. Organisations know that when an employee has acquired the transferable skills, he could help other employees in doing the same and transfer skills to them.
Importance of transferring learning: Learning transfer is an essential element of the development of the human resource in an organisation. In the absence of learning transfer, the responsibility of the educational institutes would become extreme as they would have to incorporate every process in their curriculum which might be required from them in their professional career which is impossible. It is only through learning transfer that makes employees learn new things during his career over time. In case the learning transfer does not happen in an organisation, the training provided by the organisation to the new employees would not be of any use as only theoretical knowledge would not be able to handle the different situations employee would be facing (Addison-Wesle and Schiffrin 2013). Learning something in the training program and apply that learning are entirely different things and could only be synchronised through learning transfer. Another important aspect of learning transfer is that it is the basic of new learning.