Human Resource Training - Research Paper Example

Research Proposal Human Resource Training In the era of fast paced technological advancement and rapid globalization, the business dynamicsare also undergoing dramatic transformation. The labor deployment is undergoing huge quantitative and qualitative transformations. Thus, it has necessitated urgent changes in the HR strategy to meet the requirements of the evolving times with efficiency. In the contemporary environment of competitive business, it has become imperative for the working force to be more flexible and swiftly adapt to the changing technologies and products through training and upgrading of the existing skills. The study would help to redefine human resource strategies and policies as per the emerging new business requirements. It would also motivate professionals to have well defined career management plans that are intrinsically linked to the professional growth within and outside the organization. Introduction The rapid globalization and technological advancement of the recent time has greatly revolutionized the labor processes. With the advent of technology, the collective production has become more complex. There is a significant paradigm shift in the technical division of labor from direct to indirect model that is focused on regulation, administration, improvement and innovation to meet the challenges of the changing time. Human resources is central to the organizational visions and goals and leadership initiatives in HR facilitate in realizing those goals. An effective HRM strategy promotes a sense of togetherness and collective responsibility in the workforce that reflects in the increased output and improved performance outcome of the organizational goals and objectives. Statement of the problem In the era of fast paced technological advancement and rapid globalization, the business dynamics are also undergoing dramatic transformations. The labor deployment is undergoing huge quantitative and qualitative transformations. Thus, it has necessitated urgent changes in the HR strategy to meet the requirements of evolving times with efficiency. Purpose of the study The purpose of the study is to gauge the extent of the influence of changing labor requirements and the corresponding changes in the HR strategy and redefine it to create versatility and flexibility in the workforce. The study is designed to evaluate the current HR strategy and identify the factors like leadership initiatives, technical and managerial skills that may have significant impact on the performance outcome in the workforce. Significance of the study The significance of the study is that the HR strategy would able to incorporate modules of requisite changes that are needed to upgrade the skills of the current human resource. The compulsion of the present times requires versatility in the working force so that they are able to meet the challenges with efficiency and unmatched proficiency. A well developed leadership within the organization would facilitate integration of diverse ideologies and personal conflicts. It would also help inspire and motivate each of them to work together to produce a cohesive output that would represent the team’s unique objectives and goals. Hypothesis Changing times have made businesses more competitive, making it imperative for the working force to become more flexible and swiftly adapt to the changing technologies through training and upgrading of the existing skills. Literature review Acquisition of new skills and upgrading of the existing ones develops a wider perspective towards the issues which helps when applying the informed choices in a manner that befits the needs of people and business goals. Zapata-Cantu et al., assert that professional growth and self improvement, through human resource development practices, greatly enhance the organization’s advantage (Zapata-Cantu et al., 2007, p. 422). Social scientists have shown that in contemporary times, the technological perspectives become the major factors for career management. According to Wood, Gillham & Somerville (2007), the competencies of the human capital need to be appropriately developed to meet the challenges of the technology (Wood, Gillham & Somerville, 2007, p. 199). While the managerial and administrative strategies focus on dealing effectively with the changing business paradigms, capitalization of human resource with relevant input from the department of training and development becomes imperative. Simmonds and Pedersen (2006) also confirm that ‘learning organization’ and ‘performance’ are two intrinsically linked key ingredients of effective HRD practices (Simmonds and Pedersen, 2006, p. 123 ). The rapidly changing models of work environment has made it imperative for the employees and the job aspirants alike, to keep themselves updated with the knowledge and use of all the latest gadgets and processes that are increasingly replacing the older model of office efficiencies. Christensen and Raynor say that companies fail because they tend to follow the theoretical models and assumptions, without making any efforts to alter those models to suit their parameters and value system (C&R, 2003, p. 67). Strategies and policies must incorporate the changing nature of the society that has increasingly become tech savvy and focus more on training and development of human resource to meet the challenges of global competition. Methodology The proposed research study would be quantitative in nature but encompass elements of qualitative research for better and more accurate conclusions. Since the research involves the study of the impact of external contingencies on the performance of the workforce necessitating acquisition of requisite skills, a large sample size comprising of workforce from different organizations is taken. The study would be taking into account the conceptual model as well as the theoretical model. The samples selected and questionnaires would be prepared as per the theoretical model survey. While the wider conceptual model of the research, would be used to analyze the data. Secondary information sources found in libraries such as: case studies, commercial bibliographic databases for peer review, internet resources and journals for literature review. Analysis and Evaluation Comprehensive data analysis would be undertaken. Software like SPSS would be used to analyze the data using different techniques and evaluated as per the changing business environment. Expected results and publication of the results The expected results of the study would help in redefining human resource strategies and policies as per the emerging new business requirements. The publication of the result in various academic journals and reputed papers would motivate people in general to have well defined career management plans that are intrinsically linked to the professional growth. Reference Christensen, Clayton M and Ranor, Michael E. (2003). Why Hard-nosed Executives Should Care About Management Theory. Harvard Business Review. September. 67-74. Gillham, Mark and Wood, Emma and Somerville, Ian. (2007). Public Relations and the Free Organizational Publication: Practitioner Perspectives on the Brave New (media) World. Journal of Communication Management, 11 (3). 198-211. Simmonds, D. and C. Pedersen (2006). HRD: The Shapes and Things to Ccome. Journal of Workplace Learning 18 (2), 122-134. Zapata-Cantu, Laura, Olivas-Lujan, R Miguel, Ramirez Jacobo. (2007). E-HRM in Mexico: Adapting Innovations for Global Competitiveness. International Journal of Manpower, Vol. 28, No. 5. (2007), 418-434. Read More