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Compare and contrast human resource development

Human resource development is the process by which a company ensures that it has the necessary people, skills and talents needed to reach its goals. Human resource development helps in developing skills and knowledge through the training of employees. More so, strategic human resource development is linked with human resource department to enhance an individual’s growth towards achieving organizational objectives (Stone 2008).

HRD acquires information from the strategic planning process as inputs and use these to predict what will be needed in the future. Also, these inputs can provide a structure that will identify the needs of the organization, both for the present and for the future in order to create a workforce that will be able to meet future challenges (Garavan et al. 2001).

According to Hassan, Hashim and Ismail, developing a workforce, maintaining a balanced work and personal life, satisfying diverse client expectations, adapting to technological and organizational changes and becoming an effective and efficient organization are all achievable through a strategic HRD system that reflects the total organizational values and reward, recognition and empowerment of employees and the support of two way information exchange (Hassan et al 2006).

“In the present day , all types of organizations are facing the challenge of how to develop and manage their employees strategically in order to achieve more with less and make optimum use of their potential” (Jain 2005). A strategic HRD assists in achieving its purpose and pursuing its objectives as an organization. More so, HRD must be closely linked with the strategic HRD of the organization to ensure that people have the appropriate knowledge and skills to contribute in order to achieve the organizational goals. Also, effective strategies should be created to enhance individual and team performances (Stone 2008).

HRD should complement the strategic HRD and both should be developed accordingly towards achieving the organizational objectives. Therefore, the organizational mission, vision and objectives should be clear. In addition, the strategic significance must be given to HRD for the establishment and development of individuals who possess the ability of improving overall organizational performance.

List of References

Garavan, T. , Morley M. , Gunnigle, P. , & Collins, E. (2001) ‘Human capital accumulation: the role of human resource development. ‘ Journal of European Industrial Training [online] 25/2, (3/4).Available from <http://www. emeraldinsight. com> [26April 2008] . Hassan, A. , Hashim, J. , & Ismail, A. ( 2006) ‘Human resource development practices as d eterminant of HRD climate and quality orientation. ‘ Journal of European IndustrialTraining [online] 30, (1). Available from <http://www. emeraldinsight. com> [26April 2008]. Jain, P. (2005) ‘Strategic human resource development in public libraries in Botswana. ‘ Library Management, [online] 26, (6/7). Available from <http://www. emeraldinsight. com> [26April 2008]. Stone, R. J. 2008, Managing Human Resource (2nd edition). Brisbane: John Wiley & Sons.