Evaluation of College Instructors' Teaching Competencies Towards Proposed Human Resource Development Program

Human resource is an appellation used in referring to the workforce of an organization or company. Human resource management is involved in the act of putting together employees in an organized manner to assure the objectives of the organization are achieved in a competent and experienced manner. Human resources are the most important services of any organization since they are the catalysts of non-human resources and the medium for developing competitive advantages and sounds of creativity. No organization can exist without a human resources department (Walsh, 2009). A company without an HR department would be reducing its operations and could collapse within a short amount of time.

The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment,

Human Resource Development (HRD) is essential, and applies an important factor to maximizing employee proficiency to accomplish the main goal of a company. HRD has provided employees with current proficiency. HRD supplies a way to kept track of increasing cultured information as well as production technologies. HRD will provide ways to enhance overall employee ability.

The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an

Human resource helps in recruiting the most efficient employees for organizations. They support the use of training and development to improve individual employees as well as the whole organization. They make sure that the training given to the employees is effective and they support any changes that are essential for the improvement of the workplace (McLagan and Suhadolnick 1987). Human resource development now has evolved from just training to development of the whole organization or individual (Chalofsky and Lincoln 1983; Gilley 1998; Harris and DeSimone 1994; Kenny 1982; Nadler and Nadler

Human Resource is a governance of organizations employees. A company 's human resources department is responsible for implementing and overseeing policies governing employee behavior and the behavior of the company toward its employees. It is the people in the organization that carry out important work activities. Managers and HR professionals have the important job of organizing people

The Framework for Teaching measures teacher effectiveness in four teaching domains, in combination with seven common themes. The four domains are identified in the PGES Framework for Teaching (2014) as planning and preparation, classroom environment, professional responsibilities, and instruction. Throughout the document, seven common themes are embedded within the four domains. These themes include equity, cultural competence, student assumption of responsibility, effective technology integration, high expectations, developmental appropriateness, and accommodation of individual needs (Framework,

There is also the 'endogeneity problem' which means that instead of HRD being the cause of an improvement in production and profitability, it may be that firms that are more productive and profitable do more HRD. Part of the problem is that there needs to be a link between skills and organizational performance.

In today’s job market we see many human resource management changes and challenges evolving with the changes in a competitive market environment. One goal of the human resource department is to hire employees that will be as productive as possible, which in turn leads to more revenue and the success of an organization.

Human Resource management has a high impact on the overall organization being managed. HR management makes certain that human talent is used successfully and resourcefully to accomplish organizational goals. As an organization core competency, human resources has distinctive competencies that generates high value and sets apart an organization from competitors in areas such as productivity, quality and service, employee skills, and innovative changes. HR management activities can be grouped into categories which include strategic HR management; equal employment opportunity; staffing and talent management; compensation and benefits; and employee and industry relations. This paper will

In organizational level, a successful Human Resources Development program makes the individual to carry out a higher level of work. In these settings, Human Resources Development is the sketch that accents on the organizations aptitudes at the first stage, training, and then developing the staff, through teaching, to please the organizations long-term requirements and the individuals’ career objectives and add value to their present and future

The first major function of human resource management is human resource development. Human resource development is essential to every organization. Human resource development helps an organization to improve their employee’s knowledge, skill, and ability. According to Swanson and Holton (2001), human resource development not only combines training and development but it also combines the use of organization development, and performance management to improve employees and organization effectiveness.

Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)

Human resource development is necessary to any organization that wants to be influential and productive in order to succeed in the fast paced environment. Organizations can become influential and productive by having competent human resource. Human resource is a valuable asset that plays a crucial role within an organization and contributes directly to their success or failure. In short, human resource is a backbone of the organization. The organization has to motivate, train and monitor their employee so that the employee can develop their full potential and contribute to the organization. Human resource development (HRD) is a systematic activity designed by an organization with the purpose to help employees develop their personal and organizational skills, knowledge and abilities. HRD includes training and development, career development and organizational development to improve the performance of individual and organization. In short, HRD main purpose is assisting people to gain capabilities required to carry out all their tasks effectively and make organization succeed.

Human resource management is the process of utilizing human resource efficiently and effectively to achieve the goals and objectives of the organization. Human resource is the most important resource of an organization compared to other resources since the success of the organization mainly depends on its people. Human resource management is a part of the process that helps the organization to achieve its objectives once the general direction strategies have been established, the next stage is to formulate company’s objectives and develop them into action plans. The objectives cannot be attended without the resources which of course include people. Human resources management should be part of the process which determines what people are required, how to use them, how to get them and how to manage them. This should be fully integrated with all other management processes. Human resource management is giving fully support to how