Three Needs of HR or L&D Service in an Organization

This article discusses the three needs of HR or L&D service within an organization, including recruitment and selection, payroll management, and training and development. It also explores the methods of communication to respond to internal customer's needs and the importance of feedback and service performance data. Additionally, it provides insights into the learning process and its significance in professional behavior.

Running head: 4DEP B
4 DEP
[Part B]
Name of the student:
Name of the university:
Author note:

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Table of Contents
1. Three needs of a HR or L&D service within an organization.....................................................2
2. Three methods of communication to respond to your internal customer’s needs.......................3
3. Feedback and service performance data......................................................................................3
4. The learning process....................................................................................................................4
References........................................................................................................................................5

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1. Three needs of a HR or L&D service within an organization
There are many areas where the needs to have the human resource management is felt.
Few of these areas are as the below (Noe et al., 2017):
Recruitment and Selection: Without an HR management there won’t exist an organized way of
attracting and selecting the job applicants. These HR professionals are expertise in dealing with
these practice. Hence, they follow a designed approach fuelled with emerging and latest
technologies. These pieces of approach help attract talents.
Payroll Management: The HR professionals possess an expert level knowledge in payroll
management. They take care of the salaries of employees and other organisational members. In
case there is no HRM in the company its members will most certainly face a criminal lawsuit.
Payroll management includes critical employment factors like overtime rewards, hourly wages,
leave deduction and other benefits.
Training and Development: This is one of the essential roles of the HRM. Without having an
appropriate training and development program in place the career growth prospect will be
affected. It is the HRM who designs and supports the conduction of the training and development
programs.
There are many other needs apart from those mentioned as above like the needs to
implement a change process. It is important that different organisational needs do not conflict to
another or else nothing will happen appropriately. Such conflicts can be avoided by conducting
the needs assessment of the operations. A ‘needs assessment’ will inform on the areas needing an
improvement and will also help to prioritize these needs (Noe et al., 2017).

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2. Three methods of communication to respond to your internal customer’s needs
Online forum: One of the best ways to promote an exchange of information between
internal customers. Such an online forum will speed up communication between internal
customers. However, in case if someone is not very attentive with the online forum, the person
will certainly skip some crucial messages.
Regular feedback: Regular feedback is a learning opportunity for employees if they take
this positively. On the other hand, this may appear disgusting to some employees as they may not
like regular interactions with the management.
Video conferencing: This can be used to communicate while being in two distantly
placed locations. Few of the internal customers might not be very well versed with the
technicality of facilitating video conferencing.
(Chan & Lai, 2017)
3. Feedback and service performance data
A ‘chat platform’ at the organizational level can be used to gather feedback. It is just
require to add a room there specifically dedicated to post feedback. This can help in sharing
feedback virtually anytime. However, this can be distracting also. ‘Team Meetings’ is can be
held once or twice in a month. Such meetings will allow an extensive discussion from internal
customers. Such meetings are helpful essentially in asking follow-up questions and providing
product related updates. However, teem meetings may not be able to get everyone inside the
room at one time. ‘Collaborative spreadsheets’ can also help to gather feedback from internal
customers. This can help share feedback at any time. However, internal customers might be

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confused about whether their pieces of feedback have been read by the concerned department
(Laudon & Laudon, 2016).
4. The learning process
This unit helped me understand about the needs of the HRM in a company, methods of
communicating with internal customers and ways to gather feedback from them. These are
power house of knowledge to me, which will help me behave professionally. Indeed, to become
a good leader I need to behave professionally to be able to follow the workplace etiquettes.

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References
Chan, S. H. J., & Lai, H. Y. I. (2017). Understanding the link between communication
satisfaction, perceived justice and organizational citizenship behavior. Journal of
business research, 70, 214-223.
Laudon, K. C., & Laudon, J. P. (2016). Management information system. Pearson Education
India.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.