Training Strategy Sue Brelade and Chris Harman offer some practical advice for developing an effective bond between training and the HR department . It is a fact of life that many trainers work as part of an HR department and that the relationship is not always an easy one.
Trainers frequently perceive themselves as the poor relations .
The formation of the IPD out of the old IPM and ITD is seen by many as not having resulted in closer and more equal relationships on the ground. Yet there are examples of development-led HR departments, where the emphasis is on delivering business objectives, not administration, and where training is a prime mover and shaker. This integration occurs at the following levels. Operational where training is seen as implementing solutions to HR needs. Tactical where training is seen as taking part in the design and development of solutions to HR needs.