The word HR is not usually associated with management training or management.
Yet it is the term that has emerged as the most common term in the recent research on HR.
In an article published in the September 2016 issue of the Journal of Leadership Development, researchers found that while the number of HR professionals who have received HR training in the past four years rose by 8.2%, the number that had not increased by more than 3.7% over the same period has grown by nearly 40%.
“The majority of HR managers do not understand the term, but we’re talking about a broad range of professionals,” said Dr. Amit Chandra, a professor of management at Boston University and author of the article.
“They may not have been trained in HR, but they know what it is, and they think that HR is a skill that is easy to learn.”HR is an increasingly important component of a company’s culture.
It enables executives to assess employees’ performance, identify trends and plan for future improvements, while also helping employees connect with other key stakeholders.HR experts often claim that the term “HR” is a broad, inclusive term, one that encompasses all employees, from the top down to the bottom.
But Chandra said that this is not true.
“I’m not a believer in the term ‘HR,’ and I don’t know if it will ever change,” Chandra said.
“I think the term HR is very much about people.
People are the people that are driving the company, the people who make decisions and are doing the things that lead to better outcomes.
HR is about how the people interact with one another.”HR training in general is still an expensive proposition, said Chandra.
“The average cost for HR training is between $25,000 and $40,000, which is not cheap,” he said.
The researchers found an interesting finding in their research: People who have not received training in HR often have lower levels of professional competence than those who have.
This is a very important finding, Chandra said, because it suggests that people with less knowledge and experience in HR are less capable of effectively communicating the needs of the organization.
While people who have had some HR training were able to understand the concept of HR and were more likely to be able to identify trends, the more experienced the HR expert, the less likely they were to be effective in communicating their knowledge to people.
“They were less effective in terms of their understanding of the HR process and the processes of how HR was being used,” Chandra explained.
“When people don’t have HR training, they’re not necessarily thinking about HR or thinking about the organization, and that’s an issue.”
Dr. Chandra and his colleagues also found that people who had not had training in training also tended to have less knowledge about how to implement HR policies.
“People who have no HR training tend to not know how to think about HR, and this is also related to a lack of knowledge about the different elements of HR,” Chandra added.
“This lack of HR training can cause problems in the organizational processes, and can make it harder for the HR team to work effectively together.
This is a fundamental misunderstanding of the role of HR.”
One of the biggest challenges for organizations that want to get their HR programs on track is the high cost of training.
“HR training is not necessarily expensive,” Chandra told HealthDay.
“It’s not expensive because it’s the right thing to do.
But it’s expensive because HR is an expensive thing.
You need to spend money on training for people who need training.”
If HR training was not an issue, Chandra believes that people would have learned more about HR by now.
“If you don’t understand the process of HR, you’re not going to understand how to effectively manage a business,” he explained.
“But if you understand the importance of the process and how it’s being used, you can be a lot more effective at communicating that to the people in your organization.”
Follow Stephanie Pappas on Twitter: @sipappas