Amongst the many duties of HR Specialists, employee training is often one of them. One of the biggest mistakes that HR departments make is training on specific skills rather than taking a holistic approach to employee development. HR’s traditional training does not meet the needs of the modern workforce. As a result, companies are looking to focus on individualized development with an L&D pro leading the way.
So, when is it time to separate your training from HR? Read below as we outline the differences between HR and L&D, explain how you could be losing money by not focusing on personal development, and how hybrid skills require more long term attention than the training offered in the onboarding process.
Human Resources vs. Learning and Development Resources
The primary function of an HR specialist is to oversee department operations and manage employees. HR generally specializes in compensation and benefits, employee relations, as well as recruitment and selection. HR Training is often conducted during the onboarding process. Their approach to learning includes:
- Short term training
- Role-specific, targeting specific job requirements
- Group focused and generic
- Immediate needs
Learning and Development
L&D specialists manage employee training and develop individuals to best fulfill their role. L&D’s primary function is to identify learning gaps, design and develop learning solutions, complete learning assessments, and evaluation, and provide overall workforce development. Their approach to learning includes:
- A long term, ongoing process
- Individualized training, with potential pathways to future roles
- Monitoring overall progression
- Customized learning to individual employees needs
Why the Roles Need to be Separated
HR specialists can only do so much. HR is expected to oversee payroll, ensure compliance, resolve conflicts, and maintain employee relations and company culture. In addition, these specialists are then tasked with training the organizations’ workforce. Given limited time and resources, HR training only scratches the surface of what employees need to know. Having a dedicated L&D specialist allows organizations to have a closer eye on overall development and identify different employees learning motivations.
The need for personal development is easy to overlook but could have a greater impact then you think. According to eLearning Industry, a comprehensive training program will lead to a 218% higher revenue per employee. By utilizing microlearning strategies that break learning into chunks and is spaced out over time, learners are able to retain and apply information at a higher rate. In order to oversee such an initiative, you need to identify a professional who is solely dedicated to employee development.
There’s always been a need to do more with less. With technology leading the charge across industries, employee roles are becoming increasingly hybrid. Hybrid jobs create a complex work environment that requires a multi-disciplinary knowledge base, as well as a high-level skill set. Human Resource specialists focus on categorical, job-specific skills. Therefore, there is a considerable need for a dedicated Learning and Development professional whose focus is to nurture employees’ skills by testing, analyzing, and adapting training experiences as needed. An L&D pro can individualize training, as well as optimize time spent on training and progression.
Fostering employee development requires a specialist who is dedicated to engaging employees and monitoring their progress. Given the high functionality of HR roles, L&D professionals are able to take the load of training away from HR and focus on a personalized approach that employees want and need. Traditional training practices are no longer viable, as employee roles are no longer singular, but increasingly hybrid. The only way to create a versatile skill set is to adapt a microlearning approach, in which an L&D pro can integrate spaced learning for increased retention and application.