THE USAGE OF PROPER TRAINING AND DEVELOPMENT METHODS TO SURVIVE AN ECONOMIC CRISIS

Abstract

The epidemic of coronavirus infection (COVID-19) and the subsequent lockdown and physical separation measures wreaked havoc on education and training while also catalysing distance learning innovation. Since even before the current crisis, intelligent companies have been asking difficult questions about traditional approaches to training and development of their employees. However, the early-twentieth-century fantasy of "all-online digital learning" has mostly failed to materialise, owing to the fact that some fundamental managerial abilities are best learnt and practised by individuals.

Both the firm and its employees benefit from training. Training immediately contributes to learning and increases an employee's capacity. As a result of the taught employee's superior performance, the company thrives, and profits increase. Similarly, trained personnel perform improved in crises and assist the organization in achieving and adapting to abrupt changes to respond successfully organizationally.

HR is seen as a critical partner in crisis management strategy because of their grasp of employee demands and their role in organizational survival. When it comes to crisis management, training is seen as one of HR's most important responsibilities. HR's job is to make sure that employees are aware of any potential crises that may affect the company and understand their role in dealing with them. HR offers employees the skills and information they need to contribute to the organization's long-term viability by engaging in the crisis management process.

This research investigates the association between employee training and development as a human resource management duty and its impact on organizational flexibility. According to the author's findings, employee training and development is critical for developing a resilient firm.

Keywords: Human Resource Management, Training, and Development, economic crisis