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.
Nobody downloaded yet

Human resource development-A practitioners perspective - Essay Example

Comments (0) Cite this document
Summary to essay on topic "Human resource development-A practitioners perspective"
Human resources is a vital an organization to sustain in any sector. The increasing competition and the advent of technology has resulted in more sophisticated strategies in place to enhance the organization performance. Growing attrition, outsourcings and people from varied culture has posed new challenges for the Human resources department…
Download full paper
Polish This Essay
Human resource development-A practitioners perspective
Read TextPreview

Extract of essay "Human resource development-A practitioners perspective"

Download file "Human resource development-A practitioners perspective" to see previous pages... The HR practitioner has to perceive a multi-dimensional view of organizational aims to correlate with the employees' goals. A human resource professional has to concentrate on three main functions performance, feedback and counseling. These three are important functions of an HR team.
The entire organizational objectives circumvent in-between these three functions.
Let us write or edit the essay on your topic "Human resource development-A practitioners perspective" with a personal 20% discount.. Try it now
The present paper analyses the interrelation among these three functions and highlights their significance in enhancing organization performance. The figure depicts the three import operational features which has much significance in development of an individual profitable to an organization.. Ignorance of one function will effect on the overall performance of an organization as it is similar to farming. Planting the seeds and leaving its fate doesn't yield the required crop. Similarly setting performance targets and initiating them doesn't guaranty good results. Employees should be made accountable and responsible to the work they are carrying out at the work station. To monitor the performance, performance appraisals are put in place. The underperformers and the star performers can be identified by these appraisals. The star performers are rewarded and encouraged. The underperformer is counseled to capture his mindset and the HR team tries to tune with the party.
The functions are interrelated to each other as performance management initiates the process of working; it educates the employees on the steps to execute and at regular intervals appraisals keeps monitoring the standards to keep them aloft. Whenever there is a requirement the individuals are counseled to elevate their thought, values and goals towards the organizational goals

Performance Appraisal

Performance Management Career counseling

Performance management -Performance appraisals-Career counseling
Performance is an important operational toll of the HR department. Performance management sets the direction for inducting the future aspirations and objectives of an organization. An organization has to set the level of standard they were aspiring to reach their objectives. The employees' abilities are to fine tuned towards the fulfillment of this objective. Performance has to identify the section and field and level of operations that require attention and approach that aspect. The HR Performance Management Model has to focus on decision-making and accountability at the level where the work is done, development of a service culture that rewards team performance, and integration of operations. The success of the HR departments depends on the adoption of a customer service orientation, a flexible attitude to mould according to current requirements, and streamlined business processes supported by networked administrative systems. For an effective organizational performance first we need to frame performance management plan leads to performance development process comprising performance appraisal and career counseling.
The performance management has to look into the aspects like previous achievements, the previous setbacks new challenges. The current employees' standards, the current skill levels of the ...Download file "Human resource development-A practitioners perspective" to see next pagesRead More
Cite this document "Human resource development-A practitioners perspective"
  • APA
  • MLA
(“Human resource development-A practitioners perspective Essay”, n.d.)
Human resource development-A practitioners perspective Essay. Retrieved from https://studentshare.org/miscellaneous/1502539-human-resource-development-a-practitioners-perspective
(Human Resource Development-A Practitioners Perspective Essay)
Human Resource Development-A Practitioners Perspective Essay. https://studentshare.org/miscellaneous/1502539-human-resource-development-a-practitioners-perspective.
“Human Resource Development-A Practitioners Perspective Essay”, n.d. https://studentshare.org/miscellaneous/1502539-human-resource-development-a-practitioners-perspective.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document
CHECK THESE SAMPLES - THEY ALSO FIT YOUR TOPIC "Human resource development-A practitioners perspective"
Human Resource Development
This essay seeks to compare two academic articles that involve the elements of HD and HRD. Summarizing the central arguments of the authors by using HRD theories and research methodologies, this paper reaches the conclusion of the importance of training and development, culture, and values, not just within the corporate context but also in the global perspective. This is done by reviewing the development of HRD theories and practices, as well as the introduction of argument justifications.
6 Pages(1500 words)Essay
Developing a Interview Process from a Human Resource Perspective
Proper interview and evaluation followed be reference checks can save useful time and cost of the organization which otherwise would be lost resulting from skill gaps, inefficiencies and attritions through improper selection of candidates. Thus the key to successful selection and recruitment process lies in planning the process.
9 Pages(2250 words)Essay
Strategic Human Resource Management
As a result of these developments, HRM has become a major thrust area where the focus is on synergizing and propelling organizations to seamlessly integrate with the macro environment. The field of HRM can become a greater strategic contributor to organizational performance and success (Mathis and Jackson, 2003).
6 Pages(1500 words)Essay
Human Resource Development, Motivation
The first three, being extrinsic motivational factors, are relatively easy to achieve rather than the latter one which is an intrinsic motivational factor and far more important as well as effective one. So, how can employers ensure employee satisfaction
3 Pages(750 words)Essay
Trends and Challenges in Human Resource Management
According to Fitz - enz (2001), "The most significant human capital management change is the move towards collaboration" (p. 13). It is no longer feasible for departments or individuals to play the lone-wolf in today's organizational setting. It is the responsibility of the HR department to drive the point home and to see that resources are pooled for enhanced productivity.
3 Pages(750 words)Essay
Significance of Human Resource Development
The mere concept of change and innovation is a gateway of opportunities to boost product’s image and services which is also congruent to increased profitability. Nonetheless, information technology per se is not capable of performing its supposed function on the economic
10 Pages(2500 words)Essay
Human Resource Management in a Business Context
Others such as Ulrich have defined strategic HRM as a process which ties the social, intellectual and human capital to the strategic needs of organizations (Ulrich, 1997). On the
14 Pages(3500 words)Essay
Critically assess the significance of Understanding (Human Resources Management) HRM from a gendered or Diversity perspective
While gender inequality in the workplace is one of the most common and oldest diversity issues in the world of human resource today, other diversity such as ethnicity and religion are noted as being very common divisive issues in regions of the Middle East and India. In
8 Pages(2000 words)Essay
Human Resource in context
d with respect to globalization and its impact has been with regard to strategic competition and the means by which firms engage with one another in the marketplace (Kato & Owan, 2011). However, it is unfair to assume that this is the only role and application that globalization
8 Pages(2000 words)Essay
There are varying views as to the role of a Human Resource Function and its practitioners. Explore what these roles are and analyse how they can add value and enhance organisational effectiveness
In the present day context, there are certain factors that tend to influence the organisations in adding value and enhancing their respective business or operational effectiveness. In this regard, the factors include an increased level of globalisation
11 Pages(2750 words)Essay
Let us find you another Essay on topic Human resource development-A practitioners perspective for FREE!
Contact us:
Contact Us Now
FREE Mobile Apps:
  • About StudentShare
  • Testimonials
  • FAQ
  • Blog
  • Free Essays
  • New Essays
  • Essays
  • The Newest Essay Topics
  • Index samples by all dates
Join us:
Contact Us