Strategic Human Resource Development Report: BUSM4592

This report delves into the critical aspects of Strategic Human Resource Development (HRD), focusing on key factors influencing HR positions and the significance of adult learning principles within organizations. It explores the core concepts of HRD, emphasizing its role in fostering a comfortable environment for employees and addressing organizational challenges. The report highlights the importance of employee skill development and career planning, examining various strategies and practices used in HRD. It identifies challenges such as leadership development, organizational effectiveness, and learning & development. Key factors for HR positions, including cost-effectiveness, business growth, change management, and staff expertise, are discussed. The report further elaborates on adult learning principles, emphasizing their benefits in HRD processes, and their application in employee training and development. It also addresses potential issues in HRD and the use of adult learning theories to mitigate them. The report concludes by underscoring the essential role of HRD in organizational growth, employee success, and strategic management, referencing relevant research and literature.

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Strategic Human Resource Development

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Contents
Introduction......................................................................................................................................4
Key Factors used to focus on HR position......................................................................................5
Importance of adult learning principles...........................................................................................7
Conclusion.......................................................................................................................................9
References......................................................................................................................................10

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Introduction
HRD is the human resource development, which used to provide a comfortable environment for
the employees in the business organization. This report includes a description of the concepts
relating to HRD and their principles that are used to manage the organizational challenges. There
are various challenges occurred in the process of HRD which creates a problem in the proper
management of challenges. HRD is the framework used to provide help to the employees in
developing their skills in a proper manner. There are various strategies used by the employees to
maintain their development of human resources. The various needs of HRD discussed further in
this report. The practices used in HRD and proper knowledge of HRD mentioned in this report.
There are various issues arise in the HRD process. These issues described briefly in this report.

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Key Factors used to focus on HR position
Human Resource Development is one of the essential parts of the business organization, which
totally based on the employees working in the business environment. This process used to focus
on improving the ability, skills, and knowledge of the employees. By human resource
development, people can develop their skills and abilities in the organization. By the use of
HRD, the several issues related to the employees in the organization solved easily. It is an
approach to deal with several challenges related to the employees in the organization (Garavan,
et al. 2015). The human resources are very active resources in the business, rest other resources
are inactive. By the proper use of human resource development, the employees can increase their
skills, competencies, and knowledge related to the organization. HRD is a concept related to
career planning and several processes implied in the development of an organization. The
principles of HRD used to maintain the employees properly in the organization. These principles
of HRD provide help to face the challenges in the business organization and reduce the
complexity of the business (Wright and McMahan 2011). Several challenges have occurred in
the process of HRD. Some of the challenges discussed below:
 Development of leadership is important but it is a great challenge for the HRD
because it only relates to the employees
 The effectiveness of an organization is also a challenge for human resource
development.
 In the organization, change management is necessary but it cannot be managed by
the HRD department of an organization
 Learning and development is a great challenge for the HRD department because it
only focuses on the needs of the employees.
In the process of career planning strategy, the staff for a better position of HR in the company
uses several key factors. These factors make a better human resource development in the
business and help to motivate the employees (Hohenstein, et al. 2014). The employees are very
important for any business organization and the employee management can only be possible by
the several key factors used by HRD of the business. The several key factors used by staff for
applying a better position of HR in the company are described below-

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 Maintaining cost-effectiveness
The cost-effectiveness is very important for the HRD process in the business organization. The
HR manager of the organization must able to show the cost-effectiveness in expansion. HR
process of the business provides the strategic value by investing in several recruitment activities.
 Proper growth of the business
The other important key factor is used to develop the position in HRD for the proper growth of
the business. This is very important for any business. The HR manager needs to manage the
activities of the business by their activities. Some different tasks of the HR department hamper
the growth of the business. This is demanded by the capability of HR. However, the business is
also impacted by the human resource development.
 Proper Change Management
Change management is also one of the key factors that need by the HR position of the
organization. As per the information, it analyzes that communication is the key element of
change management (Sheehan, et al. 2014). When the HR expanded its operations to improve the
services then the employees should know about the changes implemented in the process. This
factor overall improves the HRD in a proper manner.
 Expertise of staff
In the process of HRD, staff expertise is important as this process is used to sustain the
operations of the organization. For the HR position in the organization, it is just that the staff
members are expert in this process. The expertise of staff provides several benefits to the
business operations and help in getting proper growth.

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Importance of adult learning principles
HRD improves the success of an organization and increases the performance of an organization.
The production effectively increases by the HRD department of an organization. HRD training is
responsible for the better performance of the employees. As per the information, it has been
analyzed that several professional practices and HRD knowledge is responsible for the great
success of an organization (Potnuru and Sahoo 2016). There are various principles used in the
organization for maintaining HRD development to improve the organizational growth at a large
level. However, sometimes various issues can arise in the HRD operations related to the
employees or any other. HRD plays an important role in the proper implementation of
organizational strategy. In the strategic management process, HRD defines the several influences
and this helps in the proper implementation of strategy in the business process. There are various
principles of adult learning, which defines how adults learn. The principles involved in adult
learning define the factors that are involved in the adult learning process. These principles are
very important for the HRD process as in the human resources adults are involved like
employees (Nolan and Garavan 2016).
The several principles are included in the process of adult learning, which used to provide
learning to adult. As adult learners, give importance to the contents rather than process. These
principles play a significant role in adult education. The adult learning process is important to
make the employees perfect in the training and the HR development process did education. As
per the information, it analyzes that the adults are goal-oriented and they need to complete their
goals (McGuire 2014). Therefore, these principles are very important for the HRD department,
as the human resource development needs to train the employees and provide them learning. The
adult learning principles are important as they provide many benefits to the HRD department of
an organization. Like it helps in getting appropriate self-concept in which adults become more
self-directed. The other benefit is that employees getting experienced by adopting the learning
principles in the working process of the HRD department (Werner 2014)

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The theories of adult learning are very important as they used to give advice to the staff. As these
learning principles are important for the adults for doing the job in new the HRD department to
provide proper training to the employee’s uses organization and these principles (Marsick, et al.
2014). These learning theories can be applied by giving the training to the employees and advise
them to adopt these principles in the working process. By using these principles of learning
theory, the employees get experienced and have proper knowledge regarding the process of the
organization. The different process can apply these theories for the adults to get proper learning
with the help of these principles. With these adult learning principles, several issues can also
arise in the HRD process. To get rid of several issues arise in the HRD department, the adult
learning theories are used (Arghode, et al. 2017). The issues related to HRD department are like
lack of skills or technology, lifestyle or habits, environment, the culture of the business,
knowledge of new practices and the proper knowledge of information. As these issues can
commonly arise in the overall process of the HRD and create some problems in human resource
development.

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Conclusion
From the above report, it concludes that the HRD concept is very important in the proper growth
of the business organization. HRD provides very important strategies for the business as this
department is relates to the employees. HRD process hires the new employees, provide training
to them and proper learning regarding the overall process of the organization. This report has
been discussed about the several key factors that need to have in the HR manager of the
company. These factors are very much important because they help in managing the overall HR
department of any business organization. The staff needs to focus on these factors for the better
position of another company as an HR manager. HRD has various strategies that give success to
the organization. This report has been described the importance of adult learning theories and the
process of applying these theories in the business

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References
Arghode, V., Brieger, E.W. and McLean, G.N., (2017). Adult learning theories: implications for
online instruction. European Journal of Training and Development, 41(7), pp.593-609.
Garavan, T.N., McGuire, D. and Lee, M., 2015. Reclaiming the “D” in HRD: A typology of
development conceptualizations, antecedents, and outcomes. Human Resource Development
Review, 14(4), pp.359-388.
Hohenstein, N.O., Feisel, E. and Hartmann, E., (2014). Human resource management issues in
supply chain management research: a systematic literature review from 1998 to
2014. International Journal of Physical Distribution & Logistics Management, 44(6), pp.434-
463.
Marsick, V.J., Nicolaides, A. and Watkins, K.E., (2014). Adult learning theory and application in
HRD. Handbook of human resource development, pp.40-61.
McGuire, D., (2014). Human resource development. California: Sage.
Nolan, C.T. and Garavan, T.N., (2016). Human resource development in SMEs: a systematic
review of the literature. International Journal of Management Reviews, 18(1), pp.85-107.
Potnuru, R.K.G., and Sahoo, C.K., (2016). HRD interventions, employee competencies and
organizational effectiveness: an empirical study. European Journal of Training and
Development, 40(5), pp.345-365.
Sheehan, M., Ellinger, A.E. and Ellinger, A.D., (2014). Leveraging human resource development
expertise to improve supply chain managers' skills and competencies. European Journal of
Training and Development.

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Werner, J.M., (2014). Human resource development≠ human resource management: So what is
it?. Human Resource Development Quarterly, 25(2), pp.127-139.
Wright, P.M. and McMahan, G.C., (2011). Exploring human capital: putting ‘human’back into
strategic human resource management. Human resource management journal, 21(2), pp.93-104.