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I thought then that training and development was just incidental in HRM roles and functions, where the real KRA’s (Key Result Areas) are recruitment, personnel records, salary and benefits administration, and labor relations. What I saw was a department labeled, at best, as a paper mill and, worse, as employees’ counseling clinic. In fact, when there is no scheduled training or seminars to facilitate, one of my duties is to attend to various employees’ concerns and problems, including personal issues. I enjoyed the job though, but I was craving for more. More challenges. Strategic HRM roles that I think would make my department add value to the business in general...
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