The Role of the Human Resource Development within Global Industries - Case Study Example

ASSESSMENT NUMBER: ASSESSMENT TITLE: COURSE CODE: COURSE NAME: STUDENT NAME: STUDENT NUMBER: ASSESSMENT DUE DATE: Executive Summary This paper discusses the importance and role that human resource development plays in organizations. The paper first defines what human resource development entails and shows how it is linked with the human resource department. The paper then presents the role that human resource development plays in an organization, highlighting the key areas it affects and the changes it effects in the organization. This is followed by a discussion why organizations need to recognize the value of human resource development and how it affects the development of human resources within organizations. The paper then discusses the important issues that the management at Global industries needs to consider concerning its workforce and human resource development for the next three to five years. This is aimed at pinpointing the problems that doing away with human resource development would bring to the company and the importance that it plays in the short term and long term. The paper then ends with a conclusion that summarizes the major issues addressed in the paper. Table of Contents Introduction….............................................................................................................................4 The role of the Human Resource Development within Global Industries……………………...4 The value of Human resource development within Global Industries…………………………5 Issues Global Industries needs to consider……………………………………………………...6 Conclusion………………………………………………………………………………………7 References……………………………………………………………………………………….8 Introduction Human resource development refers to the framework an organization creates to ensure its employees increase their individual and organization abilities, skills, and knowledge (Swanson & Elwood, 2009). It involves managing an organization’s employee training and development programs and activities effectively in order to ensure maximum utilization of the human capital in an organization. Employees constitute the human capital of an organization, which also encompasses the knowledge, skills, and qualifications that the employees have and put into the organization (Werner & DeSimone, 2011). The employees in any organization are very important since they are responsible for the day-to-day running of activities that contribute to the production of goods and services that an organization offers its consumers. A high quality workforce guarantees an organization remains competitive and able to deal with any changes occurring in the business environment effectively, ensuring its continued success. The Human Resource Department plays an important role in any organization as it addresses all human resource needs of an organization. The department is involved in the process of identifying and planning all human resource needs of an organization and the relevant skills needed (Bechet, 2008). Through various human resource management practices and functions, it influences human resource development in an organization. The role of the Human Resource Development within Global Industries Human resource development plays a very significant role in 21st century organizations given the ever-changing business environment. The human capital in any organization offers the organization a competitive advantage and therefore it is important to have workforce that is aware of new developments in the workplace and industry (Phillips & Phillips, 2011). Human resource development ensures that employees have the necessary and current skills and abilities to enable them work effectively and contribute to the organization’s productivity. It constitutes training and development of the employees in order to improve their skills, knowledge, and abilities both in the short term and in the long term (Swanson & Elwood, 2009). Human resource development is also important because it aligns these training and development programs with the organization’s goals and objectives in order to develop knowledge and skills that are relevant to the needs of the organization. This ensures that all training and development programs created and carried out enable the organization to attain its organizational goals and objectives. As such, the human resource development process needs to identify and evaluate the current knowledge and skills within the organization and develop innovative programs that the current knowledge and skills with the changes in the business environment (Chung-Jen, & Jing-Wen, 2009). The value of Human resource development within Global Industries It is important for an organization to recognize the value of human resource development. An organization that implements human resource development is able to achieve greater productivity and achieve increased customer satisfaction as it is able to produce goods and services that meet its customer’s needs (Sherman & Snell, 2012). As such, developing the human resource an organization has offers it great value and enables it to compete effectively in an ever-changing business environment. In addition, the workforce today comprises of employees from different backgrounds and cultures and therefore has different beliefs, values, ethics, and norms. It is therefore important that an organization is able to create training and development programs that will ensure that these employees are able to work together within the organization’s culture and objectives (Horner, 2009). As such, it offers an organization great value by conceptualizing the different organizational skills and knowledge that each employee should be learn and ensuring employees are well versed in these key areas. Human resource development is a rather continuous process that considers both the current and future needs of the organization and therefore all training and development programs developed should be geared towards value creation. It also helps to create value for the organization by enhancing the organizational capabilities as it empowers the employees with new knowledge and skills that enable them to contribute effectively to the organization as they develop new innovative ways to solve problems for their consumers (Orpen, 2009). Issues Global Industries needs to consider There are important issues that Global industries needs to consider concerning its workforce and human resource development for the next three to five years. As highlighted above human resource development enables an organization to achieve its organizational capabilities and objectives. It therefore ensures the organization is able to achieve success despite the change in economic and business cycles. The major outcome of human resource development is building an organization that has employees who are well equipped to excel in their different tasks and drive organization productivity (Clardy, 2008). By removing human resource development, Global Industries will not be able to achieve its organizational capabilities since its workforce will not be able to address the changing problems and issues facing the organization effectively. This is because human resource development instills new critical skills and knowledge that employees need to creative innovative solutions and produce goods and services of rather high quality (Miller, 2010). It also helps to make employees more confident in their duties as well as more committed as they realize the changes taking place in their personal and career lives. Human resource development takes both a short term and long term approach and therefore the training and development programs developed have both of these approaches. Recommendation Global Industries should not get rid of human resource development as it stands to benefit from the programs developed by the human resource department. This is because they are geared towards ensuring the company continues to achieve success both in the short term and in the long term. As such, human resource development is not a luxury that the company can do away with since it is undergoing tough economic times. Though outsourcing human resource development might seem to be cheaper, it only serves the company in the short term and does not contribute to the development of the internal employees at the firm. It is therefore important for Karen to highlight the long-term implications for outsourcing human resource development as compared to the company having its own human resource development programs. Conclusion Human resource development refers to the framework an organization creates to ensure its employees increase their individual and organization abilities, skills, and knowledge. It plays a very significant role in 21st century organizations given the ever-changing business environment. The competitive nature of the business environment has necessitated organizations to reconsider the importance and recognize the value of human resource development. Global Industries will not be able to achieve its organizational capabilities since its workforce will not be able to address the changing problems and issues facing the organization effectively if it removes all human resource development programs. Bibliography Bechet, P. (2008). Strategic Staffing: A Comprehensive System for Effective Workforce Planning (2nd Ed). New York: AMACOM. Chung-Jen, C., & Jing-Wen, H. (2009). Strategic human resource practices and innovation performance: The mediating role of knowledge management capacity. Journal of Business Research 62, (1), 104–114. Clardy, A. (2008). The strategic role of human resource development in managing core Competencies. Human Resource Development International, 11(2), 183–97. Horner, C. (2009). Coaching for the better. Training & Development Methods, 20(4), 535-539. Miller, B. C. (2010). Quick activities to improve your team: Improve performance in under 15 minutes. Journal for Quality and Participation, 30(4), 29-30. Orpen, C. (2009). The effects of organizational and individual career management on career success. International Journal of Manpower, 15(1), 27-37. Phillips, J., & Phillips, P. (2011). Return on Investment measures success. Industrial Management, 48(2), 18-23. Sherman, B., & Snell, A. (2012). Managing Human Resources (16th Ed). Cincinnati, OH: South-Western College Publishing. Swanson, R., & Elwood, H. (2009). Foundations of Human Resource Development (2nd Ed). San Francisco: Berrett-Koehler Publishers. Werner, M., & DeSimone, L. (2011). Human Resource Development. New York: Cengage Learning. Read More