Strategic Human Resource 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 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,

Through Strategic Management Process we could find the inter-relations between HR functions and rest of the Organisation function . There are mainly three kinds of company exist in today’s economy , viz. Public , Private and Non Government Organisation . While the significant amount of public’s need is being catered by the Public Organisation , but the Private Organisation aims to maintain the substantial amount of Profit so that they could later use the amount in the later stage of the business expansion through hiring skilled labour force, joint ventures with other company in order to make the optimum usage of the revenues that came out as the profits . On the other hand , NGOs mainly focuses on fulfilling the public needs by keeping an eye on the Government/Public companies.

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

During 2006, the first part of Alan’s plan was to convince bankers into giving Ford Motor Company billions of dollars to complete this company overhaul. Once they were provided with the right amount of money, the plan was able to be executed. With this plan came a timeline; by the year 2009, the company planned to have the ‘One Ford’ mission in action and to see production increase. Because of such a short timeline, HRD was ultimately involved throughout the entire process. As part of the company’s “One Team” approach, certain areas of the plan are discussed and analyzed to examine if anything can be improved; this is accomplished by using everyone in the company. Employees are able to share how they feel about certain areas of their work and give their opinions on how certain things should change or stay the same; after everything is examined, the leaders of the company are the ones held responsible and accountable for making the changes, if any, to whatever was examined (Ford Motor Company, 2010). During this process, new strategies can also be provided by using the employee’s opinions and assessments of their strengths and weaknesses. This ultimately shows the use of human resource development as part of the company’s competitive strategy. Without the employees understanding how to complete their job correctly, the company would plunder. Thus, the company makes

Alongside this I will seek to identify key theories and models of practice which influence Human Resource Development (HRD) and can be both considered and used in the design of an on-boarding programme.

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

Human Resource is a function which is essential in every organization, but also one which is most criticised. The debate whether HR is for the benefit of the employees or the organization has been one of the most contentious issues in management. The fact is that, the purpose of HR function is to enable the organization to achieve its strategic goals by providing it with the best possible talent. Therefore, before evaluating whether HR is on the side of employee or management, one must understand that HR is part of the organization and exists for the benefit of the organization. However, this does not necessarily mean that HR has to be against the interest of employees.

As commented by Bal and De Lange (2015) the HR strategies are always focused towards the revising the business strategy that helps in formulation and implementation of the strategies. The HR department focuses towards the procuring, allocation as effectiveness of the human resource business that helps in smooth running of the business. In addition to this the HR activities also need to take into account the performance management, the compensation, training and development as well as industrial relationship and the hiring of the employees.

HR employees can become strategic contributors to company success. Transforming the HR function into a strategic contributor can take your workforce strategies to the next level and increasing the value of your human capital to accrue distinct competitive advantages.

Another role of Human Resource Development is to implement or form the corporate strategy. These tasks require them to link the corporate

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.

HRD system should help the company to increase enabling capabilities which include: development of human resources in all aspects, organizational health,

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.