HR Development: Under 25s, Recession Impact & Public/Private Sector

This report discusses human resource development, focusing on training and lifelong learning for the under 25s sector, emphasizing the role of technology and ethical practices. It examines the impact of the 'Competency Movement' on the UK's public and private sectors after the recession, highlighting the decline in employment and investment. Furthermore, it analyzes the contributions of HR development initiatives, such as improved planning systems, strategies, and organizational rules, to the growth of both public and private companies, emphasizing the importance of technology and learning for achieving organizational objectives. The report references works by Werner and DeSimone (2011), Luthans et al. (2010), and Vörösmarty et al. (2010) to support its analysis.

Human Resource Development
Task 4

4.1 Development and lifelong learning for the
under 25’s sector.
Training, development and lifelong learning can be
generated through improvement in technology that can
help in growth of human resources. There should be
better networking system through social media that
can help in the aspect of better growth in an
organization and hence better training could be
provided. If the organization would have better tools
of providing training this can create a better growth
and hence this can create a developmental aspects that
are the main function for the growth in an
organization.

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If the training process would be in ethical manner this
can help in creating a business more successful and
reliable. And the employees of an organization would
have better learning aspect. The better technology and
better training of 25 sectors depends a lot.

4.2 Public and private sectors of the
UK economy after the recession.
Development of 'Competency Movement' had a great
on both public and private sector of UK economy
after recession. The employment scale was going
down that had a a great impact in a family. It also
increased the unemployment opportunity that had a
great impact in future. In public and private sectors it
generated a downfall in growth aspect that had a great
impact and hence the companies were not able to
invest in some or the other things.

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Both sectors doesn't have enough capital that can help
in making the investments and hence this had
generated a huge loss for company growth aspect in
an economy. Both sectors were in terrible condition
that can create a huge impact in business process as
well. This movement generated a huge loss in
business activities and the survival was also difficult.

4.3 Contributed to the human resource
development of both public and private
companies.
The training initiatives that can be contributed to
human resource development in both public and
private sector would be that the Human Resource
Development department had generated a better
planning systems in an organization that can help in
the aspect of better growth prospects. They also
created different strategies that can help in the process
of better growth and development in an organization
that are the main aspects for better growth

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They had also created a better organizational rules
and regulations that can help in the better growth in
an organization. They also created a better
technological aspects that can help in making a
function more reliable and makes the work more
easier and hence this would help in achieving the
main objectives of an organization. This would also
help in aspect of better learning aspect in
organization.

REFERENCES
Werner, J.M. and DeSimone, R.L., 2011. Human
resource development. Cengage Learning.Luthans, F.,
and et. al, 2010.
The development and resulting performance impact of
positive psychological capital. Human resource
development quarterly. 21(1). pp.41-67.
Vörösmarty, C.J., and et. al, 2010. Global threats to
human water security and river biodiversity. Nature.
467(7315). pp.555-561.