human resource development

What are the human resource development challenges faced by small and medium-sized companies? Human resource development is a serious problem for small and medium-sized enterprises (SMEs). For example, there are many cases where the causes are known but not yet resolved, such as "not enough manpower," "not enough time," and "not enough money. In this article, we will touch on the human resource development challenges faced by SMEs and then explain the key points for solutions. Click here for Table of Contents 1. The reality of human resource development in SMEs 2. challenges faced by SMEs in human resource development 3. key points for effective human resource development by SMEs 4. summary Actual situation of human resource development in SMEs Some of the challenges that have arisen with regard to human resource development in SMEs include the following Many SMEs are struggling with human resource development According to a survey conducted by the Ministry of Economy, Trade and Industry, "Fiscal Year 2009 Survey on Management Human Resource Development in Small and Medium Enterprises," the number one problem that companies are facing is "securing, retaining, and developing human resources. With a ratio of approximately 60%, many SMEs are struggling with human resource development. What are the reasons for the lack of progress in human resource development? According to the above METI survey, 58.61 TP2T companies answered that they "do not conduct any special human resource development" in terms of management human resource development efforts. This means that more than half of SMEs feel that human resource development is an issue, but they do not have the time or know-how to solve it. It can be assumed that some companies are not only lacking in human resources, but are also unable to identify labor problems and issues themselves. Human Resource Development Challenges Faced by SMEs Let us now look specifically at the human resource development issues faced by small and medium-sized enterprises (SMEs) as discussed above. Lack of time to provide guidance For example, even if there is a person in charge of providing guidance, the reality is that many small- and medium-sized enterprises (SMEs) have people who are concurrently engaged in other business activities. Therefore, it is difficult to set aside time for learning again. Work content is not standardized and is person-to-person. Another issue is that teaching methods and learning contents change from person to person. In some cases, the work contents and necessary knowledge are not standardized in manuals, which may result in the inability to perform the work due to the resignation of personnel, etc. Lack of know-how on human resource development itself If management relies on manpower, it can be assumed that all employees will not be given the opportunity to learn. For example, if many employees are learning by feel while working, know-how cannot be accumulated. Also, even if people are hired, they may soon leave the company because they do not get a sense of learning. New Challenges Arising from the Corona Disaster Until a few years ago, some companies held regular training sessions to develop human resources. However, the corona disaster has made face-to-face instruction difficult. In addition, to prevent the spread of infection, it is no longer possible to gather a large number of people in one place, which has increased the number of learning opportunities lost. Source: How was in-house training conducted in 2020, when the coronary disaster suddenly struck? From What is the state of online training penetration? Key Points for Effective Human Resource Development for Small and Medium Enterprises (SMEs) Let's now look at some key points for effective human resource development for SMEs that want to give their employees learning opportunities. Visualization of training methods It is impossible to effectively develop human resources with unclear goals such as "I just want you to learn the job for now. The key is to set specific goals, such as "Once you have learned this much, learn this next item. Clarify the training methods to achieve the goals, create manuals, etc., and visualize the flow and goals of human resource development. Introduction of Off-JT Off-JT refers to having learning opportunities outside the workplace. It is a method that utilizes outside training and seminars instead of OJT, in which employees learn on the job. Demand is rising with the Corona Disaster! Training using videos Demand for training using video is rising in the Corona Disaster. By using video delivery to have students learn online, they can learn from the comfort of their own home. The use of services that can be easily created and distributed and easily accessed by learners is suitable for this purpose. Conclusion Many small and medium-sized enterprises (SMEs) face challenges in human resource development. It is also necessary to understand the current issues from various angles, such as lack of manpower, lack of time, and lack of cost. One of the problems with one-way human resource development, in which employees simply listen and learn, is that it is difficult for them to make progress in their training and for them to concentrate on their work. By using the quiz creation tool, learningBOX can be used to confirm and repeat learning through tests. By providing not only input but also output at the same time, it is possible to break away from one-way human resource development. By understanding the key points of human resource development and implementing them, you will be able to resolve issues. Therefore, it is important to be aware of the human resource development issues at your company and take the appropriate approach. We also recommend this one! Also read "[The Education Frontline] Implementing Effective Newcomer Training with Video and E-Learning"