Many companies suffer from poor human resource development for a variety of reasons. What are some of the reasons why human resource development does not work? This article introduces the challenges that companies face in human resource development and how to solve them in order to succeed in human resource development.
Challenges faced by companies that fail to develop human resources
In most cases, companies that are not succeeding in human resource development are facing some kind of problem. The first step in successfully developing human resources is to identify the issues facing the company. Let’s take a look at some of the most common issues in human resource development.
Lack of time for human resource development
Human resource development is often conducted through on-site work, which is carried out in parallel with daily operations. The problem is that doing it in the midst of daily work increases the burden on existing employees.
It is good if there is time to spend on human resource development even if the burden increases, but there are many cases where people are so busy with their daily work and deadlines that they are not able to focus on human resource development.
Normally, human resource development should be a time-consuming task, but the problem is that it is difficult to do so when one’s core business is not running smoothly. If there is not enough time for human resource development, new employees may be troubled by the fact that they do not understand the significance of their work, or they may not be able to provide appropriate feedback.
Lack of budget for human resource development
We sometimes request external training for human resource development. For large-scale training, a certain amount of costs will be incurred, such as the cost of materials and equipment, as well as the cost of instructors if the training is outsourced.
However, if the budget allocated for human resource development is small, it is impossible to conduct costly human resource development such as inviting lecturers from outside.
What is more problematic is whether costly human resource development is actually effective. Since human resource development takes time, long-term measurement and analysis are essentially necessary.
However, companies with limited costs tend to prioritize short-term cost effectiveness. As a result, human resource development is judged to be meaningless and in some cases, training is not being conducted properly.
Climate in which human resources can be nurtured is not in place
Companies that have not created a climate in which human resources can be nurtured are likely to fail in human resources development. This is because they do not have a positive atmosphere for human resource development.
Companies that do not have a culture that fosters human resources include, for example, those with a seniority system and unclear criteria for salary increases. If employees are not rewarded for their hard work, no matter how much human resource development is carried out, it will be difficult for them to want to grow. An environment in which results are not evaluated will also deprive individual employees of the desire to grow.
It is also a problem to rely too much on mid-career hiring for immediate results because there is not enough money to cover the cost. If you rely only on mid-career hiring and neglect human resource development, you will not be able to develop the human resources you need for your company in the future, and growth cannot be expected.
Training without a goal or plan
Companies without goals and plans for human resource development are likely to fail in human resource development. This is because the image of the person and the skills they are looking for are unclear, and the training becomes ad hoc.
Training that changes from time to time can confuse employees who are trying to learn. Furthermore, human resource development without goals and plans will not motivate employees because they do not know when and how much they need to learn.
Solutions to challenges in human resource development
Next, we will introduce solutions to each of the challenges in human resource development.
Creating time for training
It is a major challenge for companies to find time for training when they have their hands full with their core business. There are ways to make up the time by supplementing the workforce, but it would be difficult for a company that is currently overwhelmed to find the time to hire more staff.
If you don’t have time, think of ways to make time available. If you have a person in charge of training, you should try to make time by assigning the work of the person in charge to other employees. If there is a limit to the amount of training that can be done within the company, using external training and seminars can also be a method.
There are also other ways to make time by streamlining inefficient work. It would be a good idea to use tools to improve business efficiency.
Internal social networking type Goalous , there is an open goal function to share team goals, as well as a photo action function to activate communication. By visualizing communication and status, it is possible to improve business efficiency.
Implement a cost-saving training method
If you want to reduce the cost of human resource development, you can use internal resources.
Rather than hiring an external company, training by in-house personnel can be more cost effective. Training using internal resources can be expected to be especially effective in terms of practical training.
Because the use of digital learning and video phones eliminates the need for group meetings, further cost reductions can be expected. It is good to consider whether to use group training or online training, depending on the need.
Review internal systems
Unclear evaluations and an environment where employees are not evaluated even if they achieve results will lead to a decline in employee motivation.
If the soil for human resource development is not in place, start by reviewing the internal systems. The reason for reviewing the internal system is to ensure that employees’ achievements can be properly evaluated.
In order for employees to feel that they have grown voluntarily, remove systems that prevent them from improving their abilities and incorporate systems that benefit them in improving their abilities. .
In order to maintain motivation on the part of the supervisor, it is recommended to include human resource development goals in the evaluation criteria.
Create a human resource development plan
We explained that human resource development will not go well if the human resource development plan is haphazard without a plan or goals. To effectively develop human resources, it is good to create a human resources development plan. .
In a human resource development plan, specific standards are established for each stage of the process to determine who will acquire what skills and by when. The advantage of a human resource development plan is that it allows you to develop human resources for the future according to the plan. It is also beneficial for employees because it makes it clear what they need to do.
The following article explains more about human resource development plans. Please refer to the following article as well.
Summary
Many companies are facing challenges in human resource development. In order to solve the problem of unsuccessful human resource development, it is important to understand the issues and implement a plan that suits the company. If you don’t have a lot of time to spare, you can use tools to improve business efficiency.
Goalous offers free seminars on goal management and other topics useful for human resource development. If you are interested in learning more, please join us. If you want to know more about it, why don’t you join the seminar?
