Urgency for Human Resource Development in the Organization

The article highlights the importance of Human Resource Development in the organization and how it can impact the performance of the employees. It discusses the need for HR policies, recruitment procedures, motivating employees, exit interviews, and training the managers. The article emphasizes the need for a complete and up-to-date HR policy that indicates acceptable and unacceptable behaviors.

200740 Assessment 2: Professional Task Template
To:
CC:
Subject: Urgency for Human Resource Development in the Organization
Dear Khalil,
Thanks for making me feel so welcome at Emerald, since starting a few weeks ago I have
been on a steep learning curve! While chatting with the HR team and reviewing some of the
policies and procedures, I have discovered some fairly major ‘gaps’ in our current approach,
and I am concerned about the impact on our people and performance going forward.
I would like to draw your immediate attention to the following:
Most companies recognise the fact that their employees are key to their success (Monks et
al. 2013). After being appointed as the HR manager, I have performed a client survey to
identify the places that might need improvement in this organisation. I have gathered from
the discussion with the company managers that the organisation believes in growth which is
not possible without client satisfaction. My client survey report says that most of our clients
are satisfied with the behaviour of the caregivers, but they feel that they are always rushing
and running from one place to another. This inadvertently affects their experience.
Moreover, it is also indicated through the survey that many of the caregivers might be facing
extra pressure from the managers. The managers’ response regarding this is not very
assuring as they feel that they have too much to do in too little time. Having analysed all the
aspects I seriously believe that the organisation is missing the most important aspect of their
business, the employees, in this case the caregivers. This is why a complete HR policy is
needed in the organisation.
Human Resource Management is extremely necessary for every organisation. As the
organisation believes in growth, it is necessary to build a high-performance organisation
(Voorde & Beijer 2015). The recent demand for personal caregivers also indicates that the
industry needs more high-performance organisations. This is where Human Resource
Development comes in. In precise terms, Human Resource Development concerns itself
with the employees and nourish and nurture their abilities. The HR policies and approaches
need revision and update, and there are certain aspects of them:
1. Recruitment procedure: the recruitment procedure needs to be revised. The qualities
and experiences of the caregivers need to be evaluated before they are welcomed in
the organisation. The recruitment should be done constructively so that the key skills
and qualities of the candidate can be identified. This will ensure that top talents are
included in the organisation.
2. Motivating the employees: The organisation is one of the leaders in the industry and
thus can provide much better salary to the caregivers. The caregivers provide a lot of
time and effort for the organisation. Whatever constraints they are in, most of them
try to ensure that the service quality is maintained (Kim & Sung-Choon 2013). This
calls for the organisation’s initiative to motivate them for their service and increasing
payment is the basic way to do that. Other methods can be adopted as well.
3. Exit interview and termination: it is of utmost importance that exit interviews are
carried out with the employees to understand the most common reasons for their
attrition.
4. Training the managers: it is necessary that the managers and other officials are told
about the importance of establishing communication with the employees.

5. HR policy: the organisation needs to have a complete and up to date HR policy that
indicates the acceptable and unacceptable behaviours as well as all the processes
written above (Greenfield et al. 2014).
This needs further discussion and much planning, and thus, a face to face meeting is of
absolute importance.
Clearly the business needs some fresh ideas and if given the opportunity I think I could
make a real difference to our performance from a HR perspective. I look forward to meeting
with you as soon as possible to discuss the situation and outline these ideas in more detail.
Kind regards,
Louise.
Louise Ingersoll | Executive Director, Human Resources
Emerald Aged Services
Specialising in Home-Based Care since 1981

References
Greenfield, D., Kellner, A., Townsend, K., Wilkinson, A. & Lawrence, SA 2014. Health
service accreditation reinforces a mindset of high-performance human resource
management: lessons from an Australian study. International Journal for Quality in Health
Care, 26(4), pp.372-377.
Kim, H. & Sung-Choon, K 2013. Strategic HR functions and firm performance: The
moderating effects of high-involvement work practices. Asia Pacific Journal of
Management, 30(1), pp.91-113.
Monks, K., Kelly, G., Conway, E., Flood, P., Truss, K. & Hannon, E 2013. Understanding
how HR systems work: the role of HR philosophy and HR processes. Human resource
management journal, 23(4), pp.379-395.
Van De Voorde, K. & Beijer, S 2015. The role of employee HR attributions in the relationship
between high‐performance work systems and employee outcomes. Human Resource
Management Journal, 25(1), pp.62-78.