Human Resource Development : Hr Leadership And Its Development

“Strategic HR planning predicts the future HR management needs of the organization after analyzing the organization's current human resources, the external labor market and the future HR environment that the organization will be operating in” (HR Council, n.d.). Human resource planning directly ties in to an organization’s strategic development and implementation by calculating company trends, resources, design, previous works and future expansion and ensuring that the impending requirements are met. This paper will further examine the role of human resource development

The Human Resource category addresses employee selection and development practices, motivation, satisfaction and compensation as it relates to the growth and success of the company. The experts will review the work environment, the morale of the employees, the benefits and the company culture. The applicant will need to address workforce development, staff performance management, and how both align with the company’s goals.

Human Resource Management (HRM) is all about balancing the organization’s people and processes to the best to achieve the goals and the strategies of the organization, as well as the goals and the needs of employees. The main role of an HR manager is to fulfil the integrating business operations and strategies across a wide array of culture, products, and ideas, while effectively delegating work among human resource specialist and line management. There are many key functions of a HR manager to the organization. Some of the key functions of a HR manager are

Traditional human resource management is seen as a simple department to recruit people and to deal with salary and insurance issues. Some organizations even let it manage administrative issues. Today, human resource development and management functions more than those. There are several critical functions of it.

The primary function of human resources management is to increase the effectiveness and the contribution of employees, which are in alignment with the organizations goals and objectives. With in human resources management, there are many components or pieces of the puzzle that allow human resources management to exist. Such pieces of the puzzle include, equal employment opportunity, affirmative action, human resources planning, recruitment, selection, development, compensation, benefits, safety, health and benefits. Each of which will be discussed. In human resource management,

In the Human Resources Management and Strategic Planning areas, the specific role of the human resources manager would be greatly involved. First, because the role is acting as a Human Resources Manager, the role in the Human Resources Management area would be recruiting, interviewing, hiring, consulting, strategic planning, and any other tasks that may be presented. The human resources manager is one, if not the only, key person in the organization. This person staffs the organization while following all laws and regulations associated with the specific state it represents. Along with staffing the organization, this person is also responsible for creating and implementing all policies and procedures for employees to follow. This allows the organization to run smoothly and efficiently to complete the tasks it has to get done.

Human Resource management teams work with the performance of activities such as bookkeeping, upholding policies and guidelines, employee performances, and ensuring labor laws are enforced. Human resource managers use information systems to help in their daily duties of payroll, training, and organizations of personnel files. Human Resource managers develop analyzes functions and determine the type of Human Resource Information system application is necessary to automate and create a strategic alliance for the Human resource department. The importance of determining the type of human resource information system application is to define which system can help make

Human resource system can be of two types Open system and Close system. Some Human Resource Systems allow the external environment to involve and they interact with external environment. These kinds of systems called Open systems. Mostly organizations adopt open system to survive. They receive input from external environment and then produce output. Systems which don’t allow anything to come in to them or they don’t interact with external either are Closed Systems, an organization adopting closed system cannot survived mostly. Taking this view of open system and close system from General concept theory, human resource system works in an organization. When an organization adopts open system we called it a dynamic relationship with the environment. By this point, all of the above definitions focus on a close fit between Human Resource Management and management strategy. The proponents of this way of thinking believe that the optimal Human Resource Management practices will vary with the management strategy. They stress the importance of how the strategy and Human Resource Management system fit together (external fit).Schuler (1992) lists philosophy, policy, program, practices and processes as components of Strategic Human Resource

This assissment is going to be about Human Resource Management and it’s going to contain information about different perspectives of human resources management and what the role involves. . HRM system is based on HR system , both work together to the same way. The example is HR strategies defining the direction in which HRM intends to go. We got few models of HRM , one I want to describe is Guest’s Model of HRM. David Guest’s model of HRM has 6 dimensions of analysis :

Employee training and development is the key to the success of an organization. It is the role of the Human Resource department to provide employees with the information and tools needed for training and development, and to ensure the success of organizational development. Training and development of employee is benefits the organization by ensuring the organization able to adapt to every changing economy and industries. To ensure the organization is able to meet these changes, the human resource department designs and develop programs that meet the needs of the organization.

Human Resources need the cooperation of other section for future needs or present needs of a company depending on what they need to get the job done. So by connecting business strategies to potential needs, forecasting labor demand and supply, determining in what positions there will exist a labor shortage or surplus, setting goals regarding future human resource needs, it will identifying strategies to solve past issues and to anticipate for future issues. The ability to recruit qualified personnel is critical and it needs to be

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.

Few HRD professionals would disagree that practice plays an important role in learning and retention. Using your knowledge of the conditions of practice, what sort of practice do you think would be most effective for training mechanics in a new installation procedure for automobile air-conditioners? How about for training new managers to comply with a new Employee Assistant Programme Act.

The function of the Human Resources departments is generally administrative and common to all organizations. Organizations have formalized processes the selection, evaluation and billing. An efficient and effective management of "Human Capital" progressed to a more urgent and complex process. The HR function consists of tracking existing employee data capabilities personal history, skills traditionally includes, services and content. To reduce the manual workload of these administrative

Human Resource Development professionals provides preparation programs to orient, train and develop staff to improve their ability and capabilities as well as their competencies that is required to help them perform well on the job. These programs will help sharpen individual ability to perform various tasks from now till the future. It will nurture their inner potential for organizational development purposes. By introducing such programs that is outlined to promote individual development, they enable organizations to advance in productivity and profitability.