An Effective Method Of Human Resource Management

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Among businesses seeking competitive advantage, it is readily acknowledged that human capital represents an organization’s greatest asset. As such, it is critical for organizations to devise an effective method of human resource management (HRM) in order to maintain a competitive advantage within a global market. In addition, globalization of business has led organizations throughout the world to invest heavily in technology, and more specifically, in Human Resource Information Systems (HRIS) to efficiently handle such tasks such as recruitment, training, support, and management of its human resources (HR). In defining what an HRIS is, Kavanagh and Thite (2015) explain:
A Human Resource Information System is a system used to acquire,
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The amount of money companies invest in employee training and development increases nearly every year. As author Bill Leonard explains:
The latest statistics compiled and released by the Association for Talent Development (ATD) revealed that corporate spending for employee training and development programs has held steady for the past two to three years. The ATD 2014 State of the Industry report found that businesses spent an average of $1,208 per employee on training during 2013, which is an increase of $13, or 1 percent, from 2012. (
There are numerous ways to teach a workforce skills, however, there is no one perfect method that will be effective for all employees. This represents quite a challenge for HR personnel seeking to implement L&D. Apart from this, while most managers will avow that L&D adds value to an organization, measuring its effectiveness is often more elusive. Unfortunately, for those organizations that neglect to modernize their L&D methods, productivity and growth can be stymied. “Learning and development helps organizations build and maintain internal capabilities so they can successfully execute their strategies. It includes:
• The identification of key employee skills and abilities and the methods for teaching and acquiring them.
• Training program design and delivery
• Leadership assessment and development programs
• Internal and external executive coaching
• The metrics used to assess each of these programs.”
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