Human resource development - Assignment Example

Comments (1) Cite this document
Summary
Human resource development (HRD) serves the requirement of an organization to provide employees with latest knowledge. Present business environment needs HRD not merely to assist the business strategies but to form the business strategies. …
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER96.9% of users find it useful
Human resource development
Read TextPreview

Extract of sample "Human resource development"

Download file to see previous pages Human resource development (HRD) serves the requirement of an organization to provide employees with latest knowledge. Present business environment needs HRD not merely to assist the business strategies but to form the business strategies. Present business environment needs HRD not merely to assist the business strategies but to form the business strategies. HRD plays a strategic part by assuring the proficiency of employees to fulfil the company’s performance needs. The formation of strategies is vital in the corporate performance for almost every successful organisation (Torraco & Swanson, 1995). The report will describe the major components of implementing HRD in a medium-sized service company named ABC Ltd. as well as the conditions that facilitate the implementation of HRD. Components of HRD In the HRD system of ABC Ltd. there will be three major components which are training, education and development. Pareek and Rao (2006) had reformed the components of integrated HRD of an organization. He described ‘HRD as a process’, rather than set of methods and practices (Pareek & Rao, 2006). In the HRD system of ABC Ltd. there will be three major components which are training, education and development. Pareek and Rao (2006) had reformed the components of integrated HRD of an organization. He described ‘HRD as a process’, rather than set of methods and practices (Pareek & Rao, 2006). Based on his point of view the strategically integrated HRD system will include: Performance appraisal Feedback and performance education Training and development Career planning Worker welfare and working condition Compensation and rewards Organizational and system development Human Resource Information (Jain, 1996) All these instruments are used to instigate, facilitate and encourage the HRD procedure in an incessant approach. The compensation, worker welfare and good working conditions are fundamental components of HRD to ensure a friendly atmosphere in an organization for implementation of strategic HRD. Performance appraisal, training and development, career planning and feedback are motivator components of strategic HRD which help to make the strategic HRD to become successful. The fundamental components of HRD might not assist in the success of HRD but absence of these components can adversely impact on the development plan (Kandula, 2004). Training Cycle (Systematic Approach) Training is a logical improvement of the knowledge, proficiency and approach which is needed by an individual to carry out effectively a given task. The purpose of training is to improve the capabilities of the individual and to fulfil present and future manpower requirements of the company. The systematic approach to training is a kind of tactic for managing training programs. It is an organized reasonable approach to make people understand what is needed from them in a task or profession. The systematic approach of training guarantees that employees are ready for their jobs by possessing requisite knowledge, talents and approaches (Dhawan, n.d.). For conducting training in ABC Ltd. there are several phases which are described below: Source: (UNODC, 2011). Step 1: Organization’s Objectives: Firstly, the objectives of the organization and needs and the methods by which the organization’s objectives will be fulfilled is recognized by a variety of jobs which the organization provides. Step 2: Investigating Training Needs: The training requirement of ABC Ltd. will be identified after establishing the organizational objectives. If the training needs are not identified then the training will be unable to achieve its desired objectives. For identification of the training needs the following things could be done: Examine the knowledge, talent, and performance which are needed for the job in the organization ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Human resource development Assignment Example | Topics and Well Written Essays - 2250 words”, n.d.)
Retrieved de https://studentshare.org/human-resources/1390288-human-resource-development
(Human Resource Development Assignment Example | Topics and Well Written Essays - 2250 Words)
https://studentshare.org/human-resources/1390288-human-resource-development.
“Human Resource Development Assignment Example | Topics and Well Written Essays - 2250 Words”, n.d. https://studentshare.org/human-resources/1390288-human-resource-development.
  • Cited: 0 times
Comments (1)
Click to create a comment or rate a document
ma
marlene56 added comment 1 year ago
Student rated this paper as
Terrific work done on the %topic%. I think it is the best research paper I have seen so far.

CHECK THESE SAMPLES OF Human resource development

Human Resource Development

...?Human Resource Development Question 5 There are various factors that affect training transferring back to the business are: Creating Employer Branding: This basically means how devoted the employee is to the company. If he is more devoted, then the chances are higher that the training will translate into results for the company. Make it relevant to the employee: If the training is relevant to the employees’ needs, they are more likely to use them for the benefit of the company. Training should be an opportunity for personal development of the employee. Design or obtain employee training that has clearly stated objectives with measurable outcomes. Make sure all the...
5 Pages(1250 words)Essay

Human Resource Development Strategies

...Running Head: Human Resource Development Human Resource Development Strategies of the appears here] of the appears here] Table of Contents 1.0 Introduction 3 It is an irrefutable truth that the upcoming of business venture rely on the contentment scale of its employees. Disgruntled employees reason abrupt tribulations merely to their specific companies. Though, if these tribulations are left insufficiently be presented at they have a propensity to twist out containing other companies, corporations and areas damaging relations, out put, incomes and lastly, too, the making of management prosperity (Unison, 2003). 6 1.1 Weisbord...
14 Pages(3500 words)Essay

Strategic Human Resource Development

.... Furthermore, the specific department comprises a Personnel Manager, a Personnel Officer and 3 Personnel Administrators. The main duties of the staff include the control of all issues related with the firm's human resource management except the payroll sector which has been incorporated in the Finance Department. The Personnel Function reports directly to the Legal Director. It has to be noticed that the authority of the Personnel function is limited and does not control the training sector which has been structured as a separate department within the company. Another significant problem is created by the fact that there is not a specific provision for the training of the head offices' personnel...
9 Pages(2250 words)Essay

Human Resource Development, Motivation

...in a loss of trust. (8) Match tasks to talents. Assign individuals with tasks they would enjoy or are particularly good at. This would help improve employee's confidence level. (9) Don't forget the fun. Once in a while, put work aside and do something nice for the employees. (10) Set an example. Great people make others around them feel that they too can become great. (http://www.allbusiness.com/human-resources/employee-development-employee-productivity/11136-1.html) Employers need to realize that motivating employees is not as difficult as it may seem to be. Employees do a part of the job by trying their best to keep themselves motivated. It is not in the nature of...
3 Pages(750 words)Essay

Human Resource Development

...Introduction Of all the assets in a company, the human resource is the primary resource which can decide the survival and growth. When the human resource in an organization is motivated, the achievement of the goals becomes easy, but on the other hand, when the people in the organization are not motivated, then they are not assets but liabilities. The corporate world has begun to realize the need and importance of employee development in the current dynamic business environment. An awareness of how individuals differ in their values priorities and values maturity, learning style, orientation has helped many companies cope better with...
6 Pages(1500 words)Literature review

Human Resource Development

...all other policies, the HRD policies are also directly influenced. The following discussion presents a detailed account of how firms shape and re-invent their HRD policies in conformity with their business requirements and what processes are the most crucial for survival in an environment where a competitive advantage is the only way to survive in the market. The paper also contextualizes the various learning and developmental activities that international firms take up in the attempt to brace with the changing business climates and the paper provides a brief outline of the HRD processes implemented by two international organizations in their various international business units. Introduction: Strategic steps for human...
22 Pages(5500 words)Essay

Human Resource Development--

...Human Resource Development This paper presents a discussion on the factors that determine whether training transfers back to the job. It also offers a description on the purpose and advantages of conducting a needs assessment and illustrates how an organization may determine its training needs. The paper also explores factors influencing learning motivation. Finally, the paper will also discuss the advantages and disadvantages of interviewing to discover personal opinions in the determination of a potential trainee’s development needs. Human Resource Development Training Transfer Many organizations usually invest heavily in employee training with the expectation that the acquired knowledge will be replicated at their work places... Resource...
2 Pages(500 words)Assignment

Human Resource Development--Question

...Introduction to Human Resource Development HRDV 5000 Outsourcing training v. developing the training As a HRD professional what must you consider when determining to outsource your training or develop and deliver the training in-house? I would prefer to develop and deliver the training-in-house due to several considerations. First , it would be more cost effective to utilize the human resource available not only in terms of cost, but also in learning curve. It is way more expensive to hire outside consultant and/or trainors to do the training and they still have to study the organization which could take time before they can do the actual training. Second, using in house employees will have a positive effect of developing... these...
2 Pages(500 words)Assignment

Human resource development

...Human Resource Development Introduction Strohmeier (2007) defined E-HRM as the method of planning and implementation of information technology for the optimum performance of HR activities. It makes proper use of web, voice and conventional technologies to upgrade various HR administration, transactions and performance. Parry et al (2007) believe that E-HRM essentially decentralizes various HR functions, which allows managers and employees to strengthen the HR functions through accessing channels of web-technology or intranet. This essay is to analyze E-HRM matter in modern company. The purpose will be first studied via operational, rational and transformational angles. Next, it will be presumed the possible effectiveness... and...
5 Pages(1250 words)Essay

Human resource development

...Human resource Development a. Individual learning theories relevance to the practice of Human Resource Development in business organizations: The huge complexity of domains of human resource development significantly needs the knowledge of learning theories that can intensively inform the development of human resource development theory building, research and practice (Stewart & Rigg, 2011). i. Cognitive theory indicates that learning is a highly dynamic interplay between the person, the environment and the individual...
3 Pages(750 words)Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Assignment on topic Human resource development for FREE!

Contact Us