The Role of Human Resource Development in Corporate Strategy Formulation

Running head: LEADERSHIP AND INNOVATION
Leadership and Innovation
Name of the Student
Name of the University
Author Note

1LEADERSHIP AND INNOVATION
The human resource department of an organization is one that has a very vital role to
play when it comes to formulating corporate level strategies and goals. This is because of the
fact that the HR department is responsible for handling the manpower, that is, the human
resources that serve corporations and resting on whom, corporations are able to achieve
business goals and agendas in a timely and organized fashion (Analoui, 2017). Without any
assistance provided by HR services, it would prove exceedingly difficult for a corporation to
come up with the decisions and strategies that it needs to in order to move in forward
direction. The HR department of an organization guides managers as to who all are the types
of employees that ought to be selected and when and where for that matter. Based on the type
of human resources that it is served by, a corporation is able to formulate a plan for future
growth and development. Much of the work that is needed to be done for a corporation in this
respect is performed by HR managers by looking into the interests of employees and
enhancing their abilities in the most emphatic way possible (Bailey et al., 2018). This essay
looks at the crucial role that human resource development has to play in the formulation of
corporate level strategies. The essay concludes that HR and business growth are inter-linked
and that one cannot function without the other.
1. Management Development Issues that Influence Strategy Formulation and
Implementation
Management development issues like improper communication and a lack of
understanding of the workforce can negatively influence strategy formulation and
implementation. It is therefore imperative for managers to be familiar with the human
resources of an organization that is the manpower or employee base that keeps an
organization going, in order to come up with the right strategies and techniques that can be
implemented by such a workforce to take an enterprise in forward direction (Bratton & Gold,
2017).

2LEADERSHIP AND INNOVATION
2. Impact of Management Development on Corporate Strategy for Securing
Competitive Advantage
The training and development of managers and supervisors in an organization is
necessary if such management is to come up with the desired corporate strategies that can
help a firm to secure competitive advantage. Managers need to be well acquainted with the
workforce and must enhance their communication with the workforce using effective
communication skills and techniques in order to manage and guide the workforce in
understanding and enforcing strategies that can suitably help a firm to take on its rivals and
competitors in the market (Brewster, 2017).
3. Debating Issues that surround the Impact of Strategic Management
Development Issues
Two important debating issues that surround the impact of strategic development issues
include poor performance management and high employee turnover. The inability to guide
the performance of employees in a workplace results in employees being asked to resign from
an organization or a voluntary resignation on their part. This employee turnover can prove to
be very costly for a firm which needs to fall back on a steady and plentiful base of human
resources to achieve its goals and objectives (Brewster, 2017).
4. Assessing the Role of HRD on Corporate Strategy
1. The Impact of Human Resource Development on Corporate Strategy for
Securing Competitive Advantage
When employees are trained in the best possible way, when their skills and abilities
are enhanced like never before, it is possible for an organization to go ahead and take the
decisions that it needs to in order to maximize the potential of its employees, generate high
revenue growth and successfully compete with its rivals in the industry (Bouchard &Fayolle,

3LEADERSHIP AND INNOVATION
2018). One business organization can hope to take on another business organization only
when it is serviced by talented and committed employees who are willing to work with an
organization for the long term and who possess the skills that are needed to do a good job at
the work place (Papa et al., 2018). This identification of the nature of employees, that is their
nature and behavior, their willingness to stay on with an organization for a long period of
time and the enhancement of their skills and abilities in a way that they are able to the
maximum for the organization they are working for, forms a part of the process of human
resource development (Bratton & Gold, 2017). Such a process is carried out by HR managers
and executives, whose job it is to identify, select and recruit employees into an organization,
make them feel comfortable at the work place and provide with the training and the
development measures that they need in order to be able to do their optimum for the
organization. If a corporation has to move in forward direction and expand rather than
contract and wind up, it needs the help of its talented employees to do so. It is the job of the
HR department of the organization to make sure that the organization has such a talented pool
of employees to fall back on, that is, an employee base that it can count on in times of crisis
(Brewster, 2017). It is the HR managers who engage in the process of human resource
development on behalf of the corporation, providing the organization with the sufficient
manpower that it needs to do well in the world of business ("HR Evaluation Methods", 2019).
Managing and retaining employees is a task that not only falls on the shoulders of the HR
managers but the top level management of a company as well, but it is the HR managers who
steer the process of looking after and retaining employees for a company, for over an
extensive period of time (Brewster, 2017).
2. Human Resource Matters that form a Crucial Part of Corporate Strategy
Formulation and Implementation