Human Resource Development Process - Coursework Example

Human resource development is an essential part of an organization irrespective of the size or nature of business. Human resource development deals with shaping and developing the skills of employees, improving their knowledge base and abilities so that they are able to perform better. On a whole the human resource development is an area which works on employees and helps them to bring about a change in their skills so that they can contribute positively towards the organizational goals. It is difficult to think of an organization without looking towards human resource development function. There might be organization which doesn’t have a specialized cell called human resource development department while a few organizations might have the same but in reality every organization has the presence of function is some form or the other (Ahmad & Schroeder, 2009). The human resource development faces different issues which the managers need to address so that the overall skills of the employees gets shaped up. This paper looks at presenting the different issues which the human resource development faces and the manner in which different steps and directives will help to deal with the different issues associated with it. This will help the organization to work on areas which are important and will transform the manner in which their working is based. The human resource development process continuously faces issues concerned with the future workforce training needs of the employees. Based on the present condition and estimation about the future prospect of the business the human resource management has to make necessary arrangements by deciding the different training needs which will help the employees. Since, it is not possible for the business to hire the required manpower at the shortage notice due to shortage in supply of manpower so making necessary arrangements from the beginning is essential. This is a difficult proposition for the human resource development because being able to ascertain the future training needs with accuracy is difficult (Darling & Leffel, 2010). The human resource development thereby needs to carry out different programs which will be aimed towards fulfilling the different training needs. It has also been seen that to develop the required skills constant touch has to be made with the different employees so that proper training needs can be developed. The process will lead towards fulfilling the different aspect associated with training needs and will help to work on the areas through which overall productivity and results will improve. Apart from identifying the different training needs in the future the human resource development also faces issues regarding the different areas through which the training needs will be provided. The human resource development has to take the decisions whether the future training needs will be met from providing on the job or off the job. In case it is on the job the different needs need to be looked at and the employees have to be provided training based on those so that their skills get shaped up. In case training is provided off the job then different aspect associated with off the job has to be fulfilled. The process will require working on the different dimensions associated with training and determining a mechanism through which skills of employees get shaped up. The human resource development on a whole has to take important decisions regarding the manner in which the different future needs will be served and the mechanism which has to be adopted so that the future needs are met from reliable sources. While looking to determine the manner in which training needs will be imparted the department faces issues associated with the needs and requirements of each individual employees. Thus, the human resource development is entangled into different issues and needs to plan properly. Based on the different needs and requirements training have to be ascertained so that the overall manner in which the business long term prospect and training needs can be understood. This is a serious issue as being unable to work on the required training aspect will hamper the overall growth and prospect of the organization. The other issue is determining the different needs of the employees and based on it proving the required training so that their skills get shaped up. Improper ascertainment of the required training needs could even lead towards increase in employee turnover as the employees will not be satisfied and will not be able to contribute towards the goals of the organization. The human resource development has to ensure different needs of the employees are understood individually and based on it the required training program is designed (Clunies, 2007). Further the training needs should match the skills gap and should be ascertained for each individual employee. This is a difficult exercise as improper identification of skill gap could make the entire process to be incorrect and would thereby make the employee to look for job elsewhere. Proper planning and looking into the industry dimensions will help to address those issues and provide the required framework through which better work will be accomplished. The area of training also raises concerns with regard to the manner in which future assistance and performance management process will be determined. The human resource development has to identify the necessary parameters and inform the same to the employees so that they are able to work on the gaps and design appropriate training programs (Richards, 2008). The human resource development has to ensure that the training program satisfies the different needs of the employees, makes him contend, is as per the industry requirements and doesn’t create differences among the employees. Further the training process should be clear and should look towards determining the manner in which the employee was able to contribute towards the organization. This will help to develop the required dimensions and provide the human resource development with a directive through which the overall performance will be shaped up (Yamamura, Birk & Cossitt, 2010). This will help them to execute their plans properly and will help to deal with the different functional needs in the most effective manner. Another issue which continuously evolves is the manner in which key employee identification will take place so that they can be retained for the long term future. Retaining employees is another important consideration which the human resource development has to deal with. Since, the cost of hiring a new employee is much higher than retaining a present employee so the overall effort of the business has to be directed towards retaining employees. This is an aspect which is difficult as it requires developing the framework which will help to identify those skills through which key employees will be identified. The management has to develop a mechanism which is aimed towards retaining employees (Kootungal, 2010). This can be achieved to a large degree by motivating the employee and keeping them contend for which understanding the different needs and shaping the skills is important. Using the process that will help to retain employees for a longer period of time will help to bring better use of resources and will multiply the overall effectiveness of carrying out different activities. The human resource development has to determine the training needs of the employees. For the future training the human resource development has to look at all areas regarding the present employee skills, the future skill requirements and based on it provide the required training. This is a difficult task as identifying the individual needs is difficult but the development is left with no option but to identify those (Tymon, Stumpf & Doh, 2010). This will help to have a better workforce capable of performing the different task and will be able to bring efficiency to the entire work which is being carried out. It is a difficult work which the human resource organization looks to adhere but proper adherence helps to develop the path through which overall business effectiveness and gains multiply. An area which the human resource development continuously faces confrontation with is the employee career development. Human resource development has to engage into continuous dialogue with the employees so that they are able to find out the different areas which will help to shape the skills of the employees (Hale, 2003). The team has to look towards understanding the areas which are of prime importance and require continuous monitoring so that the key employees can be identified (Jay & Alec, 2012). This raises the risk for the business as the process could lead towards subjectivity which would make it difficult for the business to deal with the issue on a continuous way. Further, subjectivity could also lead towards decisions which are taken by executives and might not please the employees which would thereby make it difficult to find out the prospective employees who can contribute towards the long term success of the business Another aspect which seems to be ignored is the manner in which human resource development helps in succession planning. The development is in continuous touch with employees and due to the evaluation of the performance of the employees they are able to identify the potential employees who are capable of performing at the highest level. This will help to develop the required procedures and process through which the organization will be able to find out the different core areas which can contribute towards long term succession planning. This is imperative as it helps to fulfil the future manpower needs and provides the required dimensions through which overall performance of the organization gets shaped up. Human resource development is very much concerned regarding this function as it helps to fulfil the human needs of the future and the business doesn’t have to rely on other sources. The process entails into one where the overall business prospects improves and the long term future potential of the business grows. While looking to identify the strategy which the business will adopt with regard to human resource the management has to look determining the coaching needs (Boyer & Lewis. 2012). This is a difficult exercise as the needs are different and bringing all employees to a common platform and providing the required training based on those becomes difficult. The process has to be such that it looks at fulfilling the maximum coaching needs but at the same time operational efficiency has to be achieved (Ralston, Hallinger, Egri & Naothinsuhk, 2005). Different training and processes have to be adopted which will help to provide the coaching needs. This is imperative as it will help to bring all people employees together and will garner a path through which the overall working mechanism will be better control (Cipolla, 2010). The process would lead towards having an established program which needs to be evaluated time and again and the required impetus have to be added so that a complete change in the manner different work procedures are carried out is achieved. It has been also seen in many organizations that the human resource development looks at reducing the differences which is present among the employees. This helps to create an environment where employees are able to work in close relation with one another. Reducing and removing the differences among the employees helps to improve productivity and ensures that the different resources are used in the best possible manner. This is an area which the human resource development needs to lay stress on as differences will impact the employee performance and will pass on to the other employees as well. This has to be matched by the fact that the human resource development has to further look at identifying the manner in which the difference can be reduced and has to look at arriving at the crux of the problem (Arnold, 2005). Every detail have to analyzed and the decision which is taken should be justified and should be correct. This will have a positive impact on the morale of other employees and make them feel comfortable while carrying out their duties. The overall dimensions of working by the human resource development has to be aimed towards reducing the differences and creating an environment where the working process is improved and the organization is able to work in a manner which will ensure best possible use of resources. The human resource development also has to look at dealing with the different laws and regulations with regard to the employees. Every step has to be taken to ensure that they comply with the different legal requirements as it could have an impact on the future of the organization. The development has the responsibility of ensuring that the different requirements with regard to employees working hours, working conditions, health facilities, pay, training and other areas are properly addressed (Cable & Judge, 2006). Since, the process involves legal actions which could have an impact on the long term performance so being able to identify those and dealing with those differences is essential as it will help to create a positive image in the society along with the government authorities. This will help the business to be able to carry out its operation effectively and without any hindrance to the business activities (Bateman & Snell, 2004). Working and determining the dimensions through which the overall business prospects will shape and complying with the legal needs will help to improve performance. This area needs to be fully addressed and dealt with as the human resource development has to ensure that all the legal needs and requirements are adhered to and the business can carry out its functioning without any difficulty. The human resource development thereby has to deal with different intricacies which have an impact on their performance. Every area is of important and no area can be ignored or left untouched. This requires working on the different aspect associated with human resource development and has to address the different issues in the most pertinent manner. The ability to identify the different issues and dealing with them in the best possible manner will help the organization to be able to develop the required path through which overall business performance will improve. This thereby makes it important for the human resource development to work on the different issues and solve them so that beneficial results accrue. This will have a bearing on the long term performance and will shape the manner in which different business decisions are taken. References Arnold, J. 2005. Work Psychology: Understanding human behaviour in the workplace 4th ed. Harlow: FT Prentice Hall. Ahmad, S., & Schroeder, R. G. 2009. The impact of human resource management practices on operational performance. 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