HRD Report: Analyzing Innovation, Training, and Organizational Impact

This report provides an analysis of key issues in Human Resource Development (HRD), focusing on innovation and workforce training and development. It examines how innovation affects HR practices, employee satisfaction, and the overall HRD process. The report also discusses the significance of workforce training and development within organizations, highlighting its impact on employee motivation and business productivity. The analysis includes recommendations for organizations to manage these issues, such as increasing employee awareness of innovations, improving communication, establishing a strategic vision, and ensuring employee security. The report concludes by summarizing the different perspectives related to HRD and the importance of addressing these issues for organizational success.

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Human Resource Development

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Contents
Introduction......................................................................................................................................3
Analysis of issues analyzed in the articles.......................................................................................4
Significance of issues in organizations............................................................................................5
Recommendations............................................................................................................................7
Conclusion.......................................................................................................................................9
References......................................................................................................................................10

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Introduction
This paper is made in regards to the analysis of the articles that include the different
issues in the process of HRD. The different issues related to human resource development will
be discussed further in this paper. The two relevant articles chosen for this analysis includes the
innovation issue in the HRD and the workforce training and development in HRD. Innovation is
one of the important issues in the process of HRD. As due to the innovations the organizations
affect their process in HRD. This paper will be discussed about the impact of issues in the HRD
and the significance of these issues in the human resource development process.

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Analysis of issues analyzed in the articles
The two articles are selected in this paper which includes the different issues occurred in
the process of the HRD. The one article includes the issue of innovation occurred in the human
resource practices and other article includes the issue of proper workforce training and
development in the process of HRD. The innovation is one of the essential issues occurred in the
process of human resource development. HRD is the framework for providing support to the
employees to develop various skills (Guest, 2011). Innovation issue affects the overall process of
HRD. Innovation is the process used to implement new ideas and methods for achieving the
overall workforce of the organizations. The innovation in the process of the HRD that creates the
dissatisfaction among the employees as they do not want to understand the new concepts that
take enough time to implement in the process (Jehanzeb and Bashir, 2013). Although HRD
development contributes to the positive impact on the several innovation activities. But the
engagement of employees directly affects the overall process of human resource development.
The other article includes the description of the workforce training and development that
also includes the issues in the process of the HRD as this is one of the important process adopted
by the human resource development. Workforce planning and development are the important
work of human resource development (Sheehan, et al., 2014). But this process creates several
issues among the organization in the process of recruitment of the people for the business
organization. The workforce training is all given by the HRD process of business and this is an
important issue as this is essential for the proper development of the organization (Noe, et al.,
2015). But in this process, some things create mischiefs that affect the overall HRD process. The
employees get training by the human resource people and this makes the employees motivated
and satisfied.

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Significance of issues in organizations
The identified issues in both articles give a large impact on the process of HRD as these
issues are totally important and relevant to the business organization. The two issues identified in
this process is related to innovation and workforce training and development. The innovations
are also important in the process of the HRD and workforce training development is also one of
the essential aspects that gives a large impact on the human resource development (Kallimullin,
et al., 2016).
The innovation is one of the biggest issues that affect the different practices of human
resource and development. By implementing the innovative ideas and thoughts, the employee
gets disturbed and they get dissatisfied with the different aspects of the organization. The
implementation of innovative ideas is good for the business but employees do not positively take
these issues but they get affected by some of the innovations implemented in the organization
(Mulang, 2015). But this issue gives several impacts on the business as by implementing the
innovative ideas, business get advanced and properly increase their productivity. The process of
HRD also gets advanced by the innovations as new technologies help the human resource people
involved with the employees and give them proper training.
The other issue identified in the article includes workforce training and development that
greatly affect the overall process of the organization. By giving proper training and development,
the employees become more trained in doing the several practices of the business. The training
and development are too important for the employees of the organization and this training
process overall depends on human resource development (Richman, 2015). Workforce training
and development provides a significant impact on the better development of the organization.
This process provides several impacts on the HRD process of an organization. The HR
department is only for the welfare of the employees and training is one of the essential parts of
the employees that makes them able to do work in the business and achieve all the objectives of
the business (Swart, et al., 2012).

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Recommendations
The organization need to adopt several recommendations for maintaining the overall business
process related to human resource development. To manage the identified issues in the process
of HRD, the organization need to adopt several recommendations. Some of the recommendations
are discussed below-
 Make the employees aware before implementing the innovation
To implementing the innovation, the organization needs to discuss the innovative ideas
with the employees so that they aware of the different innovations of the organization
(Nimon and Astakhova, 2015). By understanding the innovation techniques, employees
get motivated and work with the proper concentration.
 Make proper communication with the employees
The organizational leaders and manager need to communicate regularly with the
employees. The communication improves the satisfaction and motivation among the
employees and it improves the overall working strategy of the business.
 The organization needs to consider the strategic vision
The strategic vision is also important to manage the issues occurred in human resource
development. The strategic vision is responsible to provide the benefits to the business
and it increases the profit of the organization (Albrecht, et al., 2015). The strategic vision
is one of the important things used in the organization and this vision is better for
business development. This vision is too proper for the different aspects used in human
resource development.
 Provide the best security to the employees
The security needs to be provided by the organization to the employees and this security
makes the employee motivated towards the work and doing hard work to achieve the
goals and objectives of the organization. This security is too better for the overall
activities of the organization. The security provided to the employees is also saved the
future of the business and the business can gain different profitable aspects. This

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recommendation improves the employee's behaviour and this is all done by the HR
department of the business.


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Conclusion
From the above report, several perspectives related to human resource development has
been described. The different issues like innovation and workforce training and development
have been analyzed in this report. As these issues affect the overall process of human resource
development. The issues are briefly analyzed in this report. The significance of these issues in
the organization has been discussed in this report. These issues give a different impact on the
organization so the significance of these issues has been described in this report. The various
recommendations to manage the issues of the organization have been discussed in this report.
The recommendations included in this report are related to the motivation and security provided
to the employees.

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References
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee
engagement, human resource management practices and competitive advantage. Journal
of Organizational Effectiveness: People and Performance.Sheehan, et al., 2014
Guest, D. E. (2011). Human resource management and performance: still searching for some
answers. Human resource management journal, 21(1), 3-13.
Jehanzeb, K., & Bashir, N. A. (2013). Training and development program and its benefits to
employee and organization: A conceptual study. European Journal of business and
management, 5(2).
Kalimullin, A. M., Yungblud, V. T., & Khodyreva, E. A. (2016). Characteristic Features of
Innovation Project Management Aimed at University Human Resource
Development. International Journal of Environmental and Science Education, 11(9),
2237-2253.
Mulang, A. (2015). The importance of training for human resource development in the
organization. Journal of Public Administration and Governance, 5(1), 190-197.
Nimon, K., & Astakhova, M. (2015). Improving the rigour of quantitative HRD research: Four
recommendations in support of the general hierarchy of evidence.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2015). Human resource
management. Gaining a Competitive.
Richman, N. (2015). Human resource management and human resource development: Evolution
and contributions. Creighton journal of interdisciplinary leadership, 1(2), 120-129.
Sheehan, M., Garavan, T. N., & Carbery, R. (2014). Innovation and human resource
development (HRD). European Journal of Training and Development.
Swart, J., Mann, C., Brown, S., & Price, A. (2012). Human Resource Development. Routledge.