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

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,

This artifact gave me the opportunity to analysis and synthesis twenty years of literature relating to historical trends, research, and theories and apply them to current HRD practices. A knowledge of the field of HRD and its historical development is not enough. It is essential as a practitioner to see the relationships between practice guidelines and the strategies of HRD as they relate to organizational benefits. This artifact

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

• Be able to perform efficiently and effectively as a collaborative member of working groups and teams and as an added-value contributor to the organisation.

Often HRD professionals can be overlooked as the go unseen to other larger parts of a organization. But they are necessary for keeping a entity together and working as a whole, as they bring a organization together providing needs assessments as a tool to further growth, expansion, and enhancement. HRD professionals are crucial during times of restructuring and rebuilding, as they are used in the repair process of building new goals and expectations for the work force. Acting as a bridge between management and task forces, HRD professional provide curtail analysis and feedback to all areas of companies. Conveying wants, needs, concerns, and feedback for improvement between areas of the

It is fundamental for human resources managers to understand labor relations due to the can need of making an environment peace and productivity of the organizations (Antoine, Craver & Crain, 2011). It is usually essential for human resources managers to inhibit crisis of conflicts and discrimination to make an excellent relationship between union and

For the purpose of this paper I feel it is important to try to define HRD. HRD has a varied definition and has been discussed by both theorists and practitioners for some time, as a result there are many different interpretations of what it means or is.

The role of the human resources (HR) department can play a significant role in the success and achievements of an organization. The department, which has evolved from the

The given article showes the outcome of obviously specifying the inventive theory of HRD, and challenges individuals who do not see this as very important to the job. The essential argument is that HRD must carry on to grown-up as a discipline and that the combination of selected psychological, economic and systems theories hand out as the outstanding theoretical foundation of HRD.The development of the field of HRD charts an fascinating and exciting course. The pasture of HRD relies on three foundation theories in categorize to identify with, explain, and take out its system and roles. These include: psychological theory which captures the core aspects of developing human resources as well as the socio-technical interaction of humans and

The perspective on managing human resources in any organizational structure that I have today writing this essay is far more different from what I thought it was before I took up this subject. Human resource is a very intriguing concept that today carries utmost importance in maintaining a healthy work culture. All through the various readings in the course work not limiting to 2.1 to 2.7 project the importance of human resource management in a wide spectrum. Man, has evolved into a superior being in the ecological niche because of the ability to think, emote and analyze that sets us apart from rest of the species. These very characters in my opinion form grounds to learn on how to manage our own selves or

They are a few roles that Human Resource needs to play in order to make everyone happy; the staff as well the company.

According to the Journal of International Social Research by Haslinda (2009), since the 1980s, the US industry of manufacturing underwent a recession which caused the popularity and importance of human resource development (HRD) to rapidly escalate among business organizations, in a desperate bid to overcome their time of intense difficulty. Meanwhile, the human resource management (HRM) shared many differences as well as similarities with the HRD which were both vital for organizations to clarify and understand. This essay will argue that the main areas of differences between HRM and HRD involve within their function, strategy, skills and training, but despite their differences HRM and HRD should be considered as one academic discipline due to how their roles and responsibilities are interrelated to each other. In this essay, the term ‘development’ will be understood as a process that is necessary for any sort of advancement, additionally, the term ‘management’ will be understood as a condition to control. First, this essay will acknowledge why the fundamental differences between HRM and HRD can cause an individual to consider them as two separate academic disciplines, however, it will immediately become clear why this perspective is flawed through a variety of reasons. The subsequent paragraphs will reinforce this argument by explaining how HRM and HRD are two interrelated concepts under the same field of study and is a single academic discipline, rather than as two

The benefits and salaries of employees comprise the majority of organizations operating expenditures (Pieper 2000, p. 25). In other words, the organization is nothing more than its members of staff. The human resource department manages the efficiency and welfare of employees in an organization. The department develops policies and programs intended to increase the effectiveness and productivity of its employees. The department also manages the hiring process, benefits and pays, human resource programs and policies alongside other functions. To sum it up, the department is responsible for the management of the employee-employer relationship. This includes the creation of incentives designed to enhance the relationship. The aim of this paper is to explain the whole label of "human Resource." The paper intends to clear the norm in the profession, designate a greater involvement and strategic task in the organization than just "Personnel." The paper seeks to show that the department plays more roles in an organization than just hiring.

Grieves and Redman (1999) took a critical look on the characteristics of human resource development, and its purpose. They stated that human resource development facilitates competitive advantage, because it