Human Resource Development : Hrd

“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

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.

Human resource department is the field that takes control of training and overseeing employees. Therefore, it is important for HR personnel to develop and maintain some skills and knowledge in that field. Based on the CIPD HR professional map, there are some strategies, insights and solutions that can be followed. One of them is to ensure that Individuals understand the organization 's external goals and objectives and the different functions within it. Through understanding what should be done, employees will be able to focus on what they can do to help their organizations. Moreover, promoting leadership among teams and encouraging people to lead and make decisions is one of the most successful strategies used nowadays to

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 Resources often begins as very tactical policies, records, compliance, discipline, compensation, benefits, job descriptions, hiring, performance management (). Taken to the next level, HR becomes strategic, connecting employees to the business mission, values, and vision, in order to drive business results (). Employee goals and metrics align to the business strategy and rewards tie into results. Additionally, careful consideration is given to developing talent pipelines, employee succession plans, and career planning in order to respond flexibly to the inevitable work flow and staffing changes that all businesses experience ().

Human Resource Management (HRM) are activities managers perform to plan for attracting, develop, and retain a productive workforce (Kinicki & Williams, 2016). The role of human resource management is to prepare, develop, and administer policies and program designed to make expeditious use of an organization human resources. Part of control which is concerned with the people at work and with their relationship within an enterprise. HRM have their hands full; they have to face employees daily with a complaint, write-ups and sadly terminating of the worker. All areas of HRM such as, staffing, orientation, training, development, pay wages benefits are all significant parts that are dealt with daily. Human resource management presents itself as

I believe that an organization's best competitive advantage is their people, and Human Resources Development (HRD) and employee participation is critical component of an organization's Strategic Human Resource Management. A culture that supports learning can make a world of difference, especially if senior managers and employees are committed to HRD. There are key issues that make training and learning more effective such as

Human Resource Development (HRD) is the main structure for assisting employees in developing their personal and professional skills, knowledge, and abilities.

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

Human resource officers have a clear understanding of the employer’s business objectives; they help develop staff to meet these objectives through selecting the highest potential employees. They serve as a link between management and employees and work closely with top executives to match jobs with the perfect candidates in hopes of increasing job satisfaction and lowering burnout rates within the company. Human resource managers can identify ways to maximize the value of the employees by ensuring they are used as efficiently as possible, are

Jon M. Werner and Randy L. DeSimone in their book Human Resource Management defined Human Resource Development as a set of systematic and planned activities designed by an organization to provide its members with the opportunity to learn necessary skills to meet current and future job demands. The business dictionary defines it as training an

Human Resource Development (HRD) is concerned both with current and future skill requirement. Training are the activities aims at generating skills learning to enhance one’s current job and performance, but development aim at generating learning for the growth of the employee without any immediate ties to job performance. If an organization needs to develop employees and itself in the long term and adapt to the changing environment continuously, it has to be focus on developmental activities, rather than on training for immediate skills need. The long term planning helps employees to develop for careers, not just for particular skills. Human resources development comprises the procedures and process that purposely seek to provide learning activities to enhance the skills, knowledge, attitudes and other abilities of people, teams and the organization so that there is a change in action to achieve the desired outcomes. HRD should put afford on changing or adapting the whole organization in some way so that it can meet new or emerging challenges.

Deal with Compensation and benefit, employee, labor relation health, safety and security and human resource development. Secondary function included organization, job design, performance appraisal system, and research and information system. The objective of specific human resource development activities varies greatly or improving the knowledge, skills, and attitudes of individuals, career development potent efforts intended to assist the individual through a series of career stage and the organization development effort to enhance the effectiveness of the organization.

Human Resource Development (HRD) which is any process over the activity that is of a short term or over the long term. It has the potential to develop the work-knowledge, expertise, productivity, and satisfaction of the adults. It focuses on benefiting the personal as well as the group. Additionally benefits the organization, community and the whole of humanity. In the Human Resource Development framework, there are four stages which consisted of Need assessment, Design, Implementation and lastly the Evaluation.

Human resources (HR) departments face many existing and future challenges when working with employees such as diversity issues, turnover, health and safety, and benefits. These challenges will change as employees become more skillful and want more out of the company they work for to make them satisfied in the areas of pay and benefits. In this paper, reviewed will be the impact on HR regarding existing and future trends, existing and future challenges, advantages of turnover, performance appraisals, and safety and health in the workplace.