Strategic Importance of HRD

Running head: STRATEGIC IMPORTANCE OF HRD
TITLE
Name of the Student:
Name of the University:
Author Note:

STRATEGIC IMPORTANCE OF HRD1
Introduction
Within an organization, Human Resource development refers to the training and
development provided by the organization itself to the employees in order to boost the
knowledge, skills, abilities and education. HRD aims at the improvement of knowledge, skills
and abilities of the employees working under the organization. The HRD focuses on teaching
a particular employee regarding a specific knowledge to have success in the job. In addition
to this, various other specific abilities to accomplish a job as well as improvement of
communication efficiency is also focused upon (Lee, Zo and Lee, 2014). In this study, the
objectives, effectiveness, comprehension and issues related to Human Resource Development
have been discussed in detail. The various issues related to the implementation of Human
Resource Development also takes into consideration the various features that can be utilized
as a substitute when resources for having a proper Human Resource Development cell is not
feasible.
Application of HRD concepts in an organization
Human Resource Development makes use of the HR competency which in case refers
to the possible variety of quality and quantity of the attributes which an employee carries
such as knowledge, behaviors, skills and varying environmental conditions. HRD has done a
detailed study regarding the HR flexibility and then, its relationship with organizational
effectiveness. Within a competitive environment, HR flexibility components shall be seen as
assets strategically, providing a long-term advantage competitively in course of the
development of flexibility for the human resources. HRD also showcases the flexibility in
case of skills, behaviors and HR practices which shall have a straight as well as an indirect
effect on the Human Resource outcome (Muduli, 2015).

STRATEGIC IMPORTANCE OF HRD2
Human Resource Development instills continuous performance improvement which
refers to a planned, systematic and organized method of the already existing methods for
organizational performance improvement. Studies have placed a proof that a continuous
improvement has a special capability and is a constant changing procedure defined as a tag of
element for competitiveness inside the organizational systems. Constant improvement in
performance provides a method for a discrete improvement across the organization such as
improvement in the field of products, services or processes taking place within the
organization (Potnuru and Sahoo, 2016).
Human Resource Development provisions for effectiveness inside the organization
giving rise to innovation in a new product, marketing methods and the processes that help in
a constant improvement of business processes and the workplace. This feature uses multiple
skill training which influences human flexibility highlighting a positive impact upon the
degree of revelation and gathering of new knowledge for the employees contributing towards
the increase of the business performance of that particular business organization (Veliquette,
2014).
Effectiveness of the Human Resource Development also takes into consideration the
learning-oriented culture, transference of knowledge and modification of behavior towards
the reflection of new ideas and knowledge. Recent studies have shown that the quality service
and organizational growth have been directly associated with different skills training and
development programs (Baek, and Kim, 2014). Various training seminars and programs
related to the training of the workforce, topics related to the company that help in the course
of enhancement in performance for the company.
Identification of need for Human Resource Development