Human Resource Development at the Organizational Level

The article discusses the importance and development of human resource development at an organizational level through various methods. It covers the historical reason behind the origin of human resources development, different learning theories, and knowledge-skills to boost the overall growth and effectiveness of the Human Resource Department.

HRD at the Organizational
Level

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Table of Contents
Introduction.................................................................................................................................................2
Key ideas.....................................................................................................................................................2
Particulars of Authors..................................................................................................................................3
Subjective evaluation...................................................................................................................................3
Conclusion...................................................................................................................................................4
References...................................................................................................................................................5

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Introduction
The paper effectively recalls the need and development of training programs Training and
development play an essential role in the field of any organizational level which aimed at
bettering the activities of individuals and groups in the organizational setting. It is a combined
role usually called Human Resource Development (HRD) which means human resources to
remain better than others in the competitive market. Training focuses on doing today new
activities to advance the workers for their current jobs and development is to ready workers for
future responsibilities and roles. The paper revealed the fact that it is a process of transferring
knowledge and information to the workers so that they can effectively do their jobs, seek self-
growth and gains a competitive advantage. It can be considered through educational systems and
policies which are necessary to the development of human resources at an organizational level.
Key ideas
The contents in the first chapter of the book give us a historical reason behind the origin
of human resources development in an organizational level and how it helps an organization to
gain a better position in the competitive market through various ways of inner teachings to
modify its workers in current trend from earlier to till now. The book eventually highlighted the
different learning theories as well as the knowledge-skills to boost the overall growth and
effectiveness of the Human Resource Department (Tahir, Yousafzai, Jan & Hashim, 2014). The
ideas reflected that by using methods for improvement of human resources within an
organization is appropriate because the company can gain their position in the global competitive
market by giving their best result because employees are the primary resource within an
organization. In brief, it can be said that the book Human Resource Development written by
David McGuire, described a detail description of the importance and development of human
resources in an organizational level through various methods (McGuire, 2014). It includes career
improvement of employees through different techniques of training to identify their works
various works, training to achieve goals in the future, accurately evaluating the training
outcomes and many more. So, in short, it can be said that this book helps a lot to gain knowledge
about the various levels of HRD in an organization and the way of dealing those learning
knowledge upon the employees within a company (McGuire, 2014). Author Beyerlein, M.,
Jones, T., & Peck Parrott (2017) says that training and development mean enhancing

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communication and leadership but after learning this chapter individually learn that training
means advancing the employees in a new way so that they can gain goals in the future
completive market. Another author Clarke, N., & Higgs (2016) says that developing an
employee is on a shoestring where the employees are trained by simple techniques rather than
formal so that for leveraging nontraining activities and for on job employee improvement.
Particulars of Authors
The authors Jones, McLagan and many more who have expressed their thoughts in
witting this book HRD are highly credited and are expert in explaining all the topics very clearly
with suitable theories so that the learners can deeply learn about the importance of human
resource in an organization. The viewpoints of these authors effectively draw the fact that the
benefits and the facilities related to the employees needs to be provided with great care (Wilson,
2014). The employees are considered to be a vital asset for any organization.
Author Stephens et al. (2017) said that HRD is an expansion of workers work-related
abilities that focus both organizational and personal development systematically. This means he
wanted to say that training can give success to both employers and employees. The author
McLagan said that HRD is an integrated way for career development of employees through
training which also benefited the organization.
Subjective evaluation
The most exciting part in the chapter training and development that motivates my idea is
bringing all the employees within an organization in the same higher level so that they all have
same skill and knowledge that needs to improve in respective job carrier. Besides this also help
to reduce any weak links within the company who rely heavily on others to finish basic work
tasks. Yes, the chapter training and development is well written because it contains the main
issue that it refers to the transmitting of specialized skills, abilities, and knowledge to an
employee (Sung & Choi, 2014). The chapter also discusses the purpose of training and
development is to organize and facilitates learning and improvement required for effective job
performance. This book also elaborately explain the various types of exercise used by HR
managers to develop a holistic employee such as technology and technical training, team
training, skills training and many more. The book also covers the importance of training and
development for improving the weakness of the workers as well as to develop their skills in the

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future. Yes, the author David McGuire covers the whole topic Training and Development
because the topic elaborates the primary context of training and development including its
importance, function, types, benefits which I individually expected to have within the topic to
know very well about HRD. In this contemporary world, the ideas discussed in the book are
entirely relevant because all the workers must have the same higher skill to perform any work
quickly and dedicatedly within a short time through proper training (Sundstrom, Lounsbury,
Gibson & Huang, 2016).
Conclusion
The purpose of the authors to express the development of human resource within an
organization in their book is accomplished because they cover all the points which are required
for the improvement of the employees to do better in the job to achieve company's goal. The pros
of this book are the evaluation of the need of employees and the importance of the employees
and facilities provided to boost the real growth of the firm. One of the cons evaluated is that the
offering of the rewarding programs with the use of motivational theories needed to be explained
in detail which was absent in this chapter. Training and development can help the company by
reducing employee turnover rates, reducing long-term staffing costs and many more. But it can
also harm the company like employees can take their skill to a competitor, improper training can
create inappropriate result and many more. Yes, the book can be recommended to others because
it gives a detail description of the development of human resources through proper trainings and
how it helps an organization to perform better by using their employees in the contemporary
world.

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References
Beyerlein, M., Jones, T., & Peck Parrott, K. (2017). Redesigning an Undergraduate HRD
Program With Stakeholder Guidance. Advances in Developing Human Resources, 19(2),
138-156.
Clarke, N., & Higgs, M. (2016). How strategic focus relates to the delivery of leadership training
and development. Human Resource Management, 55(4), 541-565.
McGuire, D. (2014). Human resource development. Sage Publications, Pg-85-101.
Stephens, T., De Silva, A. P., Beane, A., Welch, J., Sigera, C., De Alwis, S., ... & Abeynayaka,
A. (2017). Capacity building for critical care training delivery: Development and
evaluation of the Network for Improving Critical Care Skills Training (NICST)
programme in Sri Lanka. Intensive and Critical Care Nursing, 39, 28-36.
Sundstrom, E. D., Lounsbury, J. W., Gibson, L. W., & Huang, J. L. (2016). Personality traits and
career satisfaction in training and development occupations: Toward a distinctive T&D
personality profile. Human Resource Development Quarterly, 27(1), 13-40.
Sung, S. Y., & Choi, J. N. (2014). Do organizations spend wisely on employees? Effects of
training and development investments on learning and innovation in
organizations. Journal of organizational behavior, 35(3), 393-412.
Tahir, N., Yousafzai, I. K., Jan, S., & Hashim, M. (2014). The Impact of Training and
Development on Employees Performance and Productivity A case study of United Bank
Limited Peshawar City, KPK, Pakistan. International Journal of Academic Research in
Business and Social Sciences, 4(4), 86.
Wilson, J. P. (2014). International human resource development: Learning, education, and
training for individuals and organizations. Development and Learning in
Organizations, 28(2).