24 Apr. 2011. Human Resource Development Program The responsibilities of a Human Resource professional have changed a lot over the years. Today, Human Resource professionals are required to play a strategic role in a company in addition to doing their usual duties…
Competency development and employee retention have become the key areas of concern for HR professionals. They serve as mentors, coaches, succession planners and counselors in order to inculcate motivation in organizational personnel to display best performance. As the organizational challenges have increased, the time has arrived for the HR professionals to be acquainted with complete understanding of the organization in the broader spectrum. The HR must have representation in the organizational decision making as well as policy making. It is the responsibility of an HR professional to make due effort for promotion of ethics and morality in the organizational culture. In the present age, organizational personnel are becoming more and more diverse in terms of race, gender, age and ethnicity. Most importantly, the HR professionals should play an important role in managing diversity in the workplace. This involves resolving interpersonal conflicts and allocating right responsibilities to the right individual at the right time. Multiculturalism is an essential feature of organizations in the present age. An organization has to have diversity of talent in order to come up with innovative ideas that are the biggest need of the hour. ...
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6). Essentially, it’s shaping an organization nurture internal accountability by managing performance through enculturation of service within a given system (Gibbs, 2007). This essay aims to design an HRD plan for SM company but focused on the significance of mentoring and coaching to enhance workers’ performance befitting to company’s need.
This essay seeks to compare two academic articles that involve the elements of HD and HRD. Summarizing the central arguments of the authors by using HRD theories and research methodologies, this paper reaches the conclusion of the importance of training and development, culture, and values, not just within the corporate context but also in the global perspective. This is done by reviewing the development of HRD theories and practices, as well as the introduction of argument justifications.
These diversifications that organisations have embraced are mainly in terms of increasing the range of products and services that they offer or expanding their operations to different regions in the world. As a result of the diversification, organisations have had to embrace new trends in maintenance and development of skills among their employees to match up to the demands by the new working environment (College Of Agriculture, Food And Rural Enterprise, 2007, p99).
The corporate world has begun to realize the need and importance of employee development in the current dynamic business environment.
An awareness of how individuals differ in their values priorities and values maturity, learning style, orientation has helped many companies cope better with interpersonal conflicts, botched communications, breakdowns in trust, and misunderstandings.
However, despite these initiatives, Westway Land requires new policies and procedures to ensure that junior-level managers are trained efficiently to handle the roles of middle management and requires systems by which to evaluate training
key role in determining any organisations productivity, hence making human resource a, which slightly differs from labour, a vital asset in organisation. In efforts to improve the productivity of labour, UK government has been involved in human resource development through
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