HRD 1: Current Trends/Issues in HRD - Analysis Report, 2020

This report examines current trends and issues in Human Resource Development (HRD), specifically focusing on the impact of digitalization and ethical considerations within organizations. The report highlights how technological advancements are influencing HRD practices, enabling more effective training programs and employee monitoring. However, it also addresses the ethical challenges arising from these changes, such as a lack of focus on employee needs and interests. The analysis explores the significance of these trends, detailing their positive and negative impacts on organizational effectiveness and employee development. The report recommends strategies for improving HRD practices, emphasizing the integration of technology while ensuring ethical decision-making to support employee well-being and organizational success. The report uses examples like Unilever to highlight the practical application of these strategies and concludes by emphasizing the importance of adapting to industry changes and maintaining ethical practices for overall effectiveness.

2020
Current Trends/Issues in HRD
Student Details

HRD 1
Table of Contents
Introduction................................................................................................................................2
Current Issue/Trend within the organisation..............................................................................2
Significance of the trends/issue in organisations.......................................................................3
Impact of the trends/issue in organisations................................................................................3
Recommendation to improve or utilise the trend/issue within the organisation........................4
Conclusion..................................................................................................................................4
References..................................................................................................................................6

HRD 2
Introduction
The human resource of the organisation is an important asset to the organisation, in order to
achieve effectiveness within the industry it is required that the organisation focus on the
effective management of the human resource and ensure that they are working towards the
interest as well as the goals of the organisation. The management of the organisation is
required to focus on the development of the human resource skills and capabilities while they
are working within the organisation so that they can contribute towards the improved
profitability or the performance of the organisation in long-run (Werner & DeSimone, 2011).
The changing industry requirements have resulted in bringing change in the HRD practices
within the organisation. The report is focused on analysing such positive and negative
changes and its impact within the organisation.
Current Issue/Trend within the organisation
The change in the industry requirements and the competitive factors it is required that the
organisations focus on implementing the upcoming changes within the organisation so that
the organisation can effectively compete within the industry. The major change within the
industry is the movement of the industry towards being digitalised in every aspect.
Technology adaption or the digitalisation has also influenced human resource development
practices within the industry. The organisations are effectively utilising the technology or the
innovative measures to design and develop programs through which the employees can be
trained and developed effectively. The management is also utilising the technological
innovations in monitoring the employees and to ensure that the activities are being conducted
as per the strategies developed. (Zarqan & S, 2017).
The trends within the industry have also resulted in developing certain issues within human
resource development activities. The issues involve the lack of business ethics in the
development process. Ethics is an important aspect which is required to be followed within
the organisation but with the increasing international market and number of employees the
management experiences certain ethical issues in decision making regarding the workforce
development practices. The issues such as the leader’s perception and the focus on the
employee interest as well as needs are the issues faced within the industry. As the managers
or the leaders focus on the organisational development and goal achievement and neglect the

HRD 3
employee needs and requirements which develops a negative impact among the employees
resulting in impacting the organisational effectiveness (Sheehan, et al., 2014).
Significance of the trends/issue in organisations
The organisation is required to focus on the innovation within the organisation practices so
that the employee development within the organisation can be effectively implemented and
the goals and objectives can be achieved. The HRD involves various process such as
monitoring and evaluating the employee performance, identifying industry requirements and
changing trends and accordingly developing programs through which the employees can be
provided with effective training that contributes towards improved organisational
effectiveness. Implementing technological innovation within the process will help the
management in effectively such activities through digitalised tools and techniques such as the
use of cameras for employee monitoring using software to design training programs and
effectively managing the human resource of the organisation (Johnson & Gueutal, 2011).
On the other hand, the ethical issues within the organisation are having a negative impact on
the HRD activities, as the ethics help the management in taking decisions which results in a
benefit to both the employees as well as the organisation. Due to the lack of focus on ethical
practices, the strategies developed by the managers results in ignoring the employee needs
and requirements and are focused on improving organisational profitability, as a result, such
practices demotivate workforce of the organisation as they are not able to learn something
new or develop skills and capabilities, as a result, it has a negative impact on the
organisational effectiveness (Ahlawat, 2018).
Impact of the trends/issue in organisations
The digitalisation or the adaption of the technology within the HRD practices will result in
the positive impact over the employee skill development within the organisation as the
management will be able to effectively develop strategies as per the requirements and the
employee's capabilities which will contribute towards creating a positive impact over the
operational effectiveness, also will result in improving the leadership as well as managerial
skills within the organisation, so that the management will be able to compete effectively
within the industry (Betchoo, 2016).
The ethics, on the other hand, is required within the organisation so that the employee beliefs
and interest can be retained within the industry and the strategic goals and objectives can be

HRD 4
achieved. A study conducted by K. Peter Kuchinke explains that the employees within the
organisation require that the management focuses on meeting their needs and requirements
and implementing ethical principles within the employee development programs ensures that
the employee needs and interest are taken care of and an effective decision has been made
within the organisation. The lack of ethical practices results in creating a negative impact and
impacts the organisation’s performance within the industry. Human Resource Development
focuses on the development of the skills and capabilities of each level superior or subordinate
within the organisation, therefore it is required to be taken care of (Kuchinke, 2017).
Recommendation to improve or utilise the trend/issue
within the organisation
The organisations are required to implement the technological changes in the recruiting
process os that the initial level of the screening can be done by the software without the
involvement of the human resource manager, resulting in reducing the workload, also the
employee performance analysis can be done through digital software in which the leaders
will be required to provide the data and a compiled report will be generated. The management
can focus on the implementation of a digitalised solution through which the employees can
focus upon their current performance and the need for performance improvement within the
organisation. The ethical decision within the development process can be ensured by
implementing the ethics within the organisational culture so that the decisions can be taken
after ensuring the benefit of everyone associated with the organisation along with focusing on
the organisational goals and objectives (Fedorova & Koropets, 2019).
The ethics involve a focus on the employee rights and security along with implementing
strategies through which the employee loyalty can be increased and the organisational
success can be ensured. Unilever is an example of the organisation that is effectively focused
on the utilisation of the emerging technologies in the HRD practices along with ensuring
ethical decision making. The management focuses on adapting innovations within the
industry so that the process can be simplified and an effective relationship can be developed
between the employee as well the HR manager by implementing effective and ethical
development strategies which ensures the human resource development along with achieving
the strategic goals (Unilever, 2020).

HRD 5
Conclusion
The Human resource development is emerging within the organisations with the changing
industry requirements, also the organisations are focused on adapting different practices to
improve the effectiveness of the HRD process and to ensure that the organisation’s
competitiveness is maintained within the industry. The current trend within the industry is the
adaption of the technological advancements within the HRD practices so that the employee
skills and capabilities can be improved effectively. The issue faced by the organisation is the
unethical practices due to the increased market share and the increase in the employee base.
Therefore, it is required that the management focuses on the adaption of the industry changes
along with ensuring ethical practices so that the overall effectiveness can be achieved.

HRD 6
References
Ahlawat, P., 2018. The role of ethical issues in evaluating HRD programs. International
Journal of Advanced Research and Development, 3(2), pp. 539-541.
Betchoo, N. K., 2016. Digital transformation and its impact on human resource management:
A case analysis of two unrelated businesses in the Mauritian public service. International
Conference on Emerging Technologies and Innovative Business Practices for the
Transformation of Societies , 1(1).
Fedorova, A. & Koropets, O., 2019. Digitalization of human resource management practices
and its impact on employees’ well-being. Contemporary Issues in Business, Management
and Economics Engineering, 1(1), pp. 1-10.
Johnson, R. D. & Gueutal, H. G., 2011. Transforming HR Through Technology , VA: SHRM.
Kuchinke, K. P., 2017. The ethics of HRD practice. Human Resource Development
International, 20(5), pp. 361-370.
Sheehan, M., Garavan, T. N. & Carbery, R., 2014. Sustainability, corporate social
responsibility and HRD. European Journal of Training and Development, 38(5), pp. 370-386.
Unilever, 2020. Digital Transformation. [Online]
Available at: https://www.unilever.com/careers/digital-transformation/
[Accessed 04 April 2020].
Werner, J. M. & DeSimone, R. L., 2011. Human Resource Development. 6 ed. USA:
Cengage Learning.
Zarqan, I. A. & S, S., 2017. Human Resource Development in the Era of Technology;
Technology’s Implementation for Innovative Human Resource Development. Journal of
Theory and Applied Management, 10(3), pp. 217-223.