Human Resource Development
BUS 303, Human Resources Management
Prof. Gwendolyn McCants-Allen
November 6, 2011
With today’s ever changing demands, an effective organization must focus on ways to excel in economic competition to survive. Human Resource Development (HRD) plays a crucial role in this survival and the life span of a company. In this paper I will discuss what HRD is, how essential it is to a business and ways a company can practice it successfully.
Human Resources are the people who work within an organization to achieve its goals. They are an organizations most prized asset and can take a business far, if managed effectively. When an organization is ...view middle of the document...
Human resource management (HRM) is the function performed in organizations that facilitates the most effective use of people to achieve organizational and individual goals (Ivancevich, 2010). It is the effective management of people at work. It examines what can be done to help the organizations employees become more productive and satisfied. In most organizations, effectiveness is measured by the balance of such characteristics as reaching goals, employing the skills and abilities of employees efficiently, and ensuring the influx and retention of well-trained and motivated employees (Ivancevich, 2010). HRM should respond to changes in the work environment, such as attitude, configuration and education. Considering that people can limit or increase the strengths and flaws of an organization, this response is crucial.
The majority of organizations resources are evaluated in terms of dollars (Ivancevich, 2010). Top management has difficulty considering people in this category, but to make effective HRM decisions management must regard the development of human resources as an essential requirement. Training and development is vital to maintaining that competitive advantage and should be viewed as an investment in human capital rather than an unnecessary expense. They must place a dollar value on the human assets of their organization (Ivancevich, 2010).
HRD can take a variety of forms and address many issues. In some cases, training is accomplished to address particular performance issues or to train workers to keep up with changes. For example, an organization may determine a need to provide technical training to employees before executing a new software system to make certain all workers maintain the skill level required. Training may also address issues on workplace safety and sexual harassment. Working for the US government, I can attest to the amount of training required to keep a large organization up-to-date on the latest policies and competitive skill level. Effective HRD ensures the constant development and growth of both the individual and organization (Ivancevich, 2010).
A successful HRD program prepares the individual to carry out a higher level of work, "organized learning over a given period of time, to provide the possibility of performance change" (Nadler 1984). It is more than passing on information to employees, it's guiding and supporting them to transform the information into knowledge and apply it to bettering themselves and the organization as a whole. Development is the structure that focuses on the organization’s capabilities in training, improving the employee through education to fulfill its long term requirements, and the employee’s career goals. Ongoing development is generally used to develop leadership, management or other skills required for employees to move into positions of authority (Webster, 2011). Employees want to continue to learn and grow in their career, it is a motivator and retention...