Developing Human Capital

Updated: Jan 28

The business market has become something of a potentially volatile and ever-changing nature, Brexit being one of the more pressing concerns for the UK and Europe, therefore businesses need to become proactive in terms of business operations and management, as well as having reactive mechanisms in place to combat any change, be it significant or otherwise.


The workforce has become more career orientated, with more employees taking control of their own learning and development. With that, most organizations actively encourage their workforce to take charge of their training needs and to seek learning opportunities to achieve them.


Below are the areas to help develop more useful, effective and strategic training initiatives:


Top Down Approach

Working from the top of the organization, at CEO level, allows for effective implementation of training and linkage to specific business goals and objectives, yet this is something which is not often done, and remains a rarity within practice. The learning initiative needs to develop and understand the corporate mission in order to identify the key drivers to which training can be focused and it is the agreement from the top that will make the benefits more apparent and achievable.

Professional Management of Training

Training practitioners promote and facilitate the function of strategic human resource development; on the ground experience will allow them the ability to make decisive decisions that are both quick and effective and also give experience which allows the practitioners to positively identify the functions of individual performance and the wider organizational strategy. The practitioners also have the ability to review and effectively manage both the exercise and the results of the training and development programmes, for example, deciding who needs training and the different platforms in which it can be carried out, financial information and time cost of the training mechanics.

Training Benefits

Employee commitment and a higher employee retention rate should be expected by the firm, and as it is the line managers who have the overall power in effective delivery of the human resource functions as they have direct daily contact and have the ability to motivate and inspire the workforce in order to potentially have an training programme.

Why train?

Effective management of training should allow for a sustainable competitive advantage of having a well-equipped workforce as well as the systems in place in order to learn faster than competitors within the business. The workforce will have adaptable capabilities within the business context; adding to the benefits, whereby knowledge is relevantly and efficiently applied to different situations, thus increasing the organizations position within the market.

For help and advice on Human Resources, please call Dylan Loughlin, Copacetic Business Solutions Ltd (dylan.loughlin@copacetic.org.uk / 07772977023). Alternatively fill out our contact form here.



 

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