Human Development: What Is 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

“Human resource management is defined as a strategic and coherent approach to the management of an organisation’s most valued assets-the people working there who individually and collectively contribute to the achievement of its objectives.” (Armstrong, 2009, p.4). Human resource is the employees within the business, Human Resource Management is the management of the employees and to emphasis what they can bring to the business and monitor how the business can improve. “The overall purpose of human resource management is to ensure that the organisation is able to achieve success through people” (Armstrong, 2009, p.8), if the workforce feel valued, the work performance will be of a higher standard, this in tale can then boost the businesses production.

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.

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 recourse management significantly contributes towards the organisational performance, as performance of the people for an organisational goal is directly linked with the organisation’s performance; the more people contribute towards the goal, better the organisation perform towards its goals and aims (Tabassi and Abu-Bakar, 2009). According to Slotte et al. (2004) human resources perform many functions related to the organisational development, training, career development and research development; thus people working in an organisation makeup its human resources and their performance impacts the organisation significantly. Productivity of an organisation is strongly correlated with the strategies it uses for its human resources; e.g. strategies for the development of people, development of people’s skills and competencies and motivation strategies for improving their performance (Hsuan et al., 2003; Moore et al., 2002).

Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in

Once the research has been completed and the decision to expand is made, one of the first aspects of making a global move is to develop a Human Resource development strategy. There are many differences when making a localized development strategy opposed to an international strategy. When making this outline in regards to the United States, an HR specialist should make policies and strategies to find the right for a position, come up with a strategically way to offer benefits and compensation and all in all keep their employees happy. This is easy to accomplish in America since we are familiar with our cultures and costumes. To execute a plan internationally, for example China, there are many other factors that must be looked upon. To

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 well known as HRD, is a rough draft for helping employees mature their individual and organizational skills, knowledge, and abilities. Human Resource Development contains many opportunities for “employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, tuition assistance, and organization development.” Human resources take the part of a vital role in developing a business’s strategy with managing the employee events of an organization. Human Resource Development can be formal such as in classroom training, a college course, or an organizational planned change effort. Or, Human Resource Development can be informal

Human Resource Development (HRD) is a function of an organization aims to provide the benefits to stakeholders especially to employees, society and organization or employer. The purpose of establishing HRD department within the organizations is to provide the personal development opportunities to staff for their career by offering them mentoring, personal planning, professional training, education, and so on, which could contribute in their personal development and ensure proper functioning of the organization (Swanson & Holton, 2001). On the other hand, HRD sometimes creates tensions between the stakeholders. Here, 'tension ' means a problematic state or a situation that could lead to dissatisfaction of any stakeholder (Autio, 2005).. However, in this essay, HRD benefits and effects i.e. tensions are discussed in context of the selected stakeholder i.e. employees, employers and society. It focuses on finding the effects on others while meeting the interests of any one of these stakeholders. Finally, by providing the outline of benefits provided by HRD, the conclusion is expressed.

Human resource is one of the most important components of any business entity. Managing the human resource is becoming one of the most difficult challenges for the organisations all across the world.

There are a number of reasons why those in the human resource development positions are advantaged in the process of facilitating change in an organization. One of the reasons why this is so is founded on the fact that the human resource development takes a center role in carrying out development roles in an organization. The individuals do this by facilitating trainings that are considered to be of importance in any organization. Through these trainings, it gets easy to carry out any type of change that is important to the organization (Poole & Van, 2004). Additionally, it is the human resource department that recruits new employees in an organization thus being in a position to use this as an avenue for carrying out

It is often debated and generally accepted that human resource development (HRD) activities are important in an organisation. But the question lies within to what extent and how much does it contribute. The reason may lie in

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.

opment - Is this an element of Corporate Social Responsibility or should it be left to the individual autonomy?