Reflection: Human Resource Development

In analyzing the concepts discussed in Human Resource Management, I have found an interesting mix of education and forethought into the role of a human resource manager. Many of the aspect of human resource management such as HR planning, recruitment and selection, as well as, human resources development and labor relations all play a significant role in the success of any organization. There are many benefits to the learning that has taken place in this course that has helped me better understand HRM and its roll that will shape not only my position in business now but for future

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 resources are the most valuable assets of any organization, with the machines, materials and even the money; nothing gets done without man-power. In today’s business climate, businesses are faced with stiff internal and external competition. There are various human resource functions that give an organization a competitive edge, but most scholars argue that human resource functions becomes only operational when training has run through them all. This places training and development as an essential function in the survival of any organization. Increasingly, high performance organizations today are recognizing the need to use best training and development practices to enhance their competitive advantage.

It is necessary for human resource management to have a proper human resource planning. “Human resource planning involves planning that assure a firm’s needs for employees”, says Madura. She also includes that human resource planning consists of three tasks which are forecasting staffing needs, job analysis (Madura, 2007). Recruiting and selecting the right employee is not enough. There is a necessity to provide continuous training and development to the employees to be more productive and efficient. With great training, it enables the employees to be more innovative, creative, motivated and thus increase their working performance. Training can be through various types such as on the job training, off the job training, job rotation and scholarships.

Organizations’ success is relying on the critical value of human resources. Competitive advantage can be earned by giving more effective utilisation of human resources in organizational context (Guest, 1987). When the organisation becomes a success, it will spring from organisational capabilities such as speed, agility, employee competence and learning capacity but it is an issue to achieve these organisational capabilities (Leonard-Barton, 1995). A lot of people arguing the traditional training function with focus on operational level are not compatible with the organisations’ demands for core competency in new economy (McCracken and Wallance, 2000).

HR department is responsible for many of the attributions of an organization. HRM is a strategic part in the organizational achievement of the company. HR department major daily tasks are planning and alignment, staffing, preparing compensation offers and to shape, outline and define the culture of the organization. HRM process which purpose is to attract, retain, and motive is made up of eight main practices which include HR planning, job analysis and design, recruitment, selection, performance appraisal, training and development, compensation, and benefits.

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

Omole (2004) asserts that human resource development is concerned with providing learning and development opportunities, making training intervention and planning, conducting and evaluating training programmes. The author discloses that the overall aim of manpower development programmes is to see that the organization has the quality of workforce its needs to attain its goals for improved performance and growth.

Human Resource Development (HRD) is the structures for aiding employees develop their individual and organizational skills, knowledge, and capabilities. Human Resource Development comprise such moment as employee training, employee occupation development, achievement management and development, coaching, training, progression planning, key employee recognition, protection reinforcement, and organization development.

Human Resource Development is vital for an organisation that would like to be active and productive. Human Resource compared to other resources, it has a rather absolute hidden capabilities. This can be used in development of people. Human Resource Development helps to readjust to changes through the development of human resource in terms of ability and skill so Human Resource is needed to cultivate the change in external environment of an organization. (Accounting-Management, 2015) It is a methodical process in which individual or groups are cultivated to obtain new competencies and make them more independent and enhance their effectiveness in realizing their goals.

In today’s business world, most organisations are striving for success and try to overcome those in the same field they are. In order to do so, organisations have to obtain and use its human resources effectively. Since employees are major assets of an organisation, the active role they play towards a company’s success cannot be underestimated. As a result, equipping its human resources through effective training becomes essential as it may help in maximising employee performance and work proficiency in the organisation. It also positions the employees to take on the challenges of today’s competitive business world.

Human Resource Development (HRD) has become the main framework for assisting employees in developing their personal and organizational skills, knowledge, and abilities.

By focusing on training and development efforts help employees to think, act and behave in the proper way. HR can impact the culture. Training programs can be intentionally planned to help employees show and present the behaviors coveted by the corporate culture. Also, those who are flourishing and booming in the corporate ladder, within a culture should be given additional development opportunities so that they can assume positions of greater responsibility. By advance growing and establishing the company to promote those that support the corporate culture, HR again is again having an impact. Also, organizational systems that promote changes and evolution in employee development as part of their corporate culture should ensure that enough resources are apportioned to HR 's training and development budget. The allocation of scarce resources is another sign that an employees look for when determining if an organization is serious about creating the culture they espouse.

The function of human resource development (HRD) is fundamentally connected to individual and organisational development. As a result of this fundamental connection, it is ultimately human resource development (HRD) units in organisations that are well positioned to help develop an understanding and implementation of corporate social responsibility (CSR) initiatives.

Manpower Training and Development is a very important aspect of human resources management which must be embarked upon either proactively or reactively to meet any change brought about in the course of time. The rationale behind it is to web the job and the job-holder together to achieve the organizational objectives.