how can HRM assist in creating a ‘learning organisation’ and what barriers might it face in doing so?

Today, the human resource has developed more than those functions. HRM needs to launch and maintain cordial relations between management and the employees (Bhatt, 2014, para.1). It needs to design a system that not only protects employees’ benefits but also preserve their legal rights. Also, it needs to help workers in managing their career plans by providing them proper and accurate training and guidance (Bhatt, 2014, Objectives of HRM section, para.1). It needs to construct and endorse ground-breaking cultures and beliefs that help in the growth and success of the

Organizational development is a very significant course of action. This development acknowledges the challenges and the growth of an organization. Organizational development involves the arrangement and incorporation of various organizational activities and enhancing the current procedures of accomplishing various tasks throughout the community.

Organizational development (OD) refers to a process of enhancing personal and organizational change, and increasing the organization’s effectiveness by using interventions that are driven by behavioral and social science knowledge (Brown and Harvey 2011).The main aim of organizational development in any given organization is to bring change that will drive the organization towards attaining effectiveness in its operations. Organizations need to change in order to become more productive, satisfying to members, as well as attain effectiveness. In other words, change is a significant aspect as far as an organization’s life is concerned. For instance, the increment in customers ' demand, the presence of advanced technologies, and the demand

Organizational development (OD) is an application or process of building a greater level of efficiency within the organization. OD develops the ongoing effort geared for long-term effects. OD works to help management and employees on a variety of levels. Organizational development is perhaps unequaled in its ability to meet any type of organization needs. However, the solutions developed from the role of OD may not be necessarily interchangeable with different organizations (Grant, 2010).

Introduction: HRM plays a vital role in supporting business strategies while taking any business decisions at higher level of organizations. Human Resource Management which can make the effective use of human resource in order to enhance organizational performance and as a strategic business partner, human resources management can justify adequate funding for human resources activities. This assignment aims to investigate different human resource management issues. It will also provide us a clear view about the role and importance of HRM in achieving organisational effectiveness. It discusses about the formulation and implementation of HR strategies along with the contemporary issues impacting SHRM.

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

As part of the HRDNI process, learning development and training opportunities support the organisation achieving the organisations strategies as it can help to improve organisational, team and individual performance ( Armstorng and Baron 2002 cited in Neale 2004).

A learning organization is fast becoming a reality. In any organization continuous learning means growth through learning events and experiences for individual employees as well as teams, and the organization as a whole. HR plays an important role in developing a culture of continuous learning. Identifying training and development needs and arranging and development programs for employee is part of the whole learning process. A system which creates an environment conductive to learning through experience, coaching, mentoring, self-learning as well as through training and development is a must in the learning organization. HR which is the main organizer, director and controller of learning must ensure that actual learning is followed by its application for bring about improvements in different areas of operations. If that happens, the learning objective is achieved and HR is successful in adding value to the organization.

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.

Organizational development or OD as it is widely known is a collection of change methods that try to improve organizational effectiveness and employee well-being. Change especially in a business environment is inevitable. Change can be a hard process with anyone especially when something has worked for you for so long. Organizational change can be difficult for people you’ve been with an organization for years and adapting to something new can be scary. Organizational development with any company is good because anything that can strengthen the employees will strengthen the company.

When the process of recruitment is complete, the next tasks involve developing the personnel through exposure and training. The process of training and personnel development has the objective of enabling the employees to develop necessary skills for optimal performance of their respective roles. Therefore, the human resource development manager has to come up with effective schedules for training and developing the newly recruited

The HR development has to ensure every organization has the skills of development, knowleage and experience in order to keep the long-term and short-term ambitions of learning and developing by themselves.

Organizational development (OD) is an application or process of building a greater level of efficiency within the organization. OD

Human Resource Development (HRD) is the process of providing training and learning, for both career and organisational development, to improve overall effectiveness (Noe and Winkler, 2012). Business today is achieved in a highly networked world, where employees are a vital asset (Balakrishnan & Srividhya, 2007). HRD is concerned with the development of human capital for the benefit of both the employees and the organisation (Balakrishnan & Srividhya, 2007). It is inevitable that different levels or stakeholders within an organisation will hold differing perceptions on HRD due to the ever-changing nature and the multi-level outcomes (Garavan et. al, 2007). There are three broad groups of stakeholders of HRD in an organisation, these are: employees, line managers and the organisation or senior management. Human resource development can provide a number of benefits to each of these levels if implemented effectively. The benefits of HRD are best achieved within a learning culture (O’Donnel, McGuire & Cross, 2006). In order to create a learning culture all three groups identified must have positive perceptions of human resource development. HRD must be seen to be providing benefits to each three of these groups in order to gain their support. If one of these groups does not perceive learning and development programs to be beneficial or necessary then they are likely to be resistant and the true potential or benefits will not be gained (Garavan, 2007). Therefore the perceptions of

Organizational development emphasizes planned approaches to changing or improving organizational structures and processes in an attempt to maximize organizational effectiveness (Organizational Development, n.d.). By aligning organizations with their rapidly changing and complex environments organizational development is able to solve problems and help organizations reach their goals (Organizational Development Theory, n.d.).