A business that invests in HRD is sending out a powerful signal of its intentions. It is a significant component of change. HRD is no longer seen as a cost but as an investment signalling a long term view of employment relations and competitiveness. It is utilising and developing the potential of employees. HRD is used to help the progress of other HRM policies. It is seen as a key element in employment relationships. It is used in recruiting, retaining and rewarding employees. HRD brings out the potential of employees and engenders loyalty and commitment.
The business may be motivated by the incentives on offer though it is the attitudes of some managers and employees that are the barrier to HRD policy development and implementation. A successful training and development programme can win a company the prestigious Investors in People award. IIP provides a set of standards for training and development and the business has to provide plans for the training and development of all its employees and evaluate the results. Many businesses saw IIP as a way of bringing in performance assessment and continuous improvement. It is seen by some as a way out of the low quality-low skills equilibrium.
Successive governments have set out to improve the country's training infrastructure with some progress. Some companies ask if more training is really necessary and negative attitudes still need to be addressed but workplace learning is necessary in such things as change management programmes and sustainable competitive advantage. HRM is a major influence in business success. It is important to optimise the potential of employees to business aims and objectives.
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