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Employee Development Benefits for Organizations

   

Added on  2020-02-24

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Running head: Human resource development0Human ResourceDevelopmentEssay
Employee Development Benefits for Organizations_1

Human Resource Development1Human Resource DevelopmentHuman resource in an organisation setting can be defined as the people or workforce of the organisation who help to achieve organisational goals. Two most common terms used with reference to the human resource are human resource management and human resource development. HRM is a fresh approach to personnel management and aims at commitment, flexibility and quality (Paauwe, 2009). Human resource management can be defined as how amanager can effectively utilise capabilities, knowledge, effort and committed behaviours that the people contribute to an organisation, that is authoritatively coordinated, as part of any employment contract, which enables the organisation to achieve its objectives (Armstrong and Taylor, 2014).Human resource development is a process of developing the skills of employees by supporting behavioural change and creating learning opportunities to achieve high performance (Richman, 2015).The further discussion would cover the difference between human resource planning and human resource development. It will also include the importance and ways to ensure HRD is beneficial to the organisation.Human resource development is a subset of human resource management. As the definition clarifies Human resource management is for applying policies and principals to manage people effectively whereas human resource development is not involved in managing, it is thedevelopment of people. Human resource development can be thought of a small segment of human resource development. The functions of human resource development can be categorised into 3 basic categories training and development, organisational development andcareer development. Organisation often faces the challenge when employees lack capabilities and intellectual abilities. This challenge can be overcome through the function of training anddevelopment. Training and is defined as series of activities that are designed to enhance the skills, abilities and knowledge of the employee to perform a particular task. Development canbe defined as preparing a person for future responsibilities. Training and development not only fetches productivity it is important for developing personnel. Various methods can be used to provide training & development like on the job, coaching, orientation, apprenticeship,demonstration, vestibule, understudy, job rotation and self-development (Olaniyan and Ojo, 2008). The next important function of the human resource manager is organisational development. Human resource development plays a vital role in organisational development by performing 4 functions which include maintenance of organisational standards, improves professionalism in the organisation, enhances the productivity and assures longevity of the organisation. Organisational standards are maintained by regular recruitments, enhanced diversity and better HR services. Professionalism can be developed by developing and delivering professional development programmes. Productivity can be increased by setting uprealistic goals and HR manager should intimate and communicate about those goals to the employees. Organisational longevity will be the impact of human resource development and intellectual capital development (Kolachi and Akan, 2014). The third major role that is performed by human resource development is career development. Career development is composed of two terms career and development. Career means individual perspective of behaviours and attitudes that are associated with work related activities over the life span of a
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