Human Resource Develoment Samples for Students †MyAssignmenthelp.com

Question: Discuss about the Human Resource Develoment. Answer: Introduction Human resource in any organization forms the stepping stone for success and a means for survival in the competitive world. In order to compete in the market, companies are taking many strategic decisions in order to maintain their competitiveness. Every competitor in the market is targeting the same market segment and offering the same product but what differentiates a company from other is their customer services and quality product. A quality product can be provided by using technology and resources buy customer services can only be enhanced by increasing the competencies of the in internal stakeholders of the company, which is the employees. The support and cooperation along with the required competencies is very important in order to strategically achieve goals and objective of the organization. It is the responsibility of Human resource team to manage and enhance the skills of the employees by providing them training required for the suitable job (Aslam, et.al., 2013). Human res ource department is no longer stereotyped in the secondary role or supporting role but they are equally responsible in taking and strategic decisions and implementing them in the organization. HR department make sure that each and every employee works productively in order to achieve sustainable results (Tan Nasrudin, 2011). Human capital has been identified as the most critical factor in successful operations of the business. The role of human resource department has been identified as very crucial in hiring, recruiting, managing and engaging employees to achieve organizational objectives. It is very important that right kind people are hired and trained so that they can benefit organization from their own skills and competencies. There are several functions that should be performed by HR in order to ensure productive and goal oriented workforce. Talent Management: Talent management refers to the process of recruiting, hiring and retaining the right kind of individual for the deserving position in the organization. The process of hiring and recruiting is an expensive proposition so the most feasible option is retaining the talented employees. The talent can be retained by giving both monetary and non-monetary incentives or by giving them performance appraisals. The benefit of giving rewards is the best way to not only retain employees but also motivates them to be productive and achieve organization targets (Oracle, 2012). Training and development: In order to give a clear understanding of the companys visor and mission, HR should provide both internal and external sources such as experienced or skilled employees and various seminars and sessions. Training has been defined as the most important aspect in individual life. The role of HR is to organize various training sessions in order to increase the skills and competencies of the employees, so that they can effectively contribute in the success of the organization. Innovation and collaboration: Collaboration refers to the combining the efforts of two or more individual at workplace to accomplish a set target. Collaboration is very important in any workplace as it provide a wider thinking base and emergence of new ideas to tackle the issues of the business. The collaboration generally involves brainstorming sessions which will directly lead to generation of new ideas and innovations. The role of HR is to align individuals efforts in a group so that individuals thinking abilities can be exploited and they can come up with new ideas (TalentCulture, 2010). Functions of SHRM Strategic human resource management has been defined as set of managerial activities and skills which is required to manage the employees productivity. The reason behind increasing the productivity is to achieve long term goals and objectives of the company, the strategic contribution of the workforce are very important. Strategic human resource management is important in achieving the competitive edge in the market (Armstrong Taylor, 2014). A strategic process consist of two processed. The first one being strategic formulation and the other one includes strategic implementation (Lawler, 2012). A strategic HR manger plays a very crucial role in both of the processes. This is described as follows: Strategic Formulation: A formulation of strategy involves scanning of external factors and identifying opportunities and threat and providing the organization with its strengths and ways to exploit the prospective opportunities in to snatch the market segment from the competitors. Strategy Implementation: For successfully integrate formulated strategy into the business, cooperation and support of every individual is important. Employees of the organization will only be actively involved in the strategic implementation when they are communicated well about the strategies. A strategy manager communicates the strategy at all the level of organization and ensure strategic contribution of each and every individual to achieve future goals and objectives (Becker Huselid, 2006). Benefits of strategic human resource management The external factors of the environment are unpredictable; in order to survive in the market it is very important that these factors are analyzed well and proactive strategies should be prepared by top level authority and strategic human resource manager should implement it at the first place with the support of the employees. Strategic human resource management encourages proactive behavior among employees. Communication is the key element in an organization. A human resource team acts as the link of communication between the top level authority and the employees. Companies make creation goals and objectives for the future and the goals can be met by ensuring employees productive performance in the right direction. But this can only be possible if the expectations of top level authority related to the goals and objectives are communicated properly within every level of organization. A strategic HR manager ensures effective communication of company goals to each and every individual of the workforce. An organization always try to achieve their vision and mission of the organization and always adopt new policies and procedures in order to fill the gap between the organization current performance and what they expect in future. This can only be done by SHRM and its various employees engagement practice to ensure high work performance from every employee to reach the desired milestone in the future. Earlier, the strategic decisions of the organization were taken by the top level authority and it was communicated to other parts of the organization but in todays world, for the successful formulation and implementation of strategic decisions the engagement of managers is very important. SHRM has ensured that the scope of strategic decision making do not get limited the just top level authority but with the respect line managers so that they can communicate well within their team (Cania, 2014). SHRM Practices Staffing: Strategic HR practices have been quite unconventional from the HR practices to be followed earlier. For hiring and recruiting new individual the emphasis is laid on job fit and cultural fit. Along with Individuals technical qualification, the main focus is laid on innovation and creativity. Training and Development: The training is provided by both internal and external sources of the organization. Focus is laid on Generic training rather than training of specific job. The aim is that the employee should be trained to face any challenges in the organization irrespective of their job profile (UcBerkeley, 2016). Performance appraisals: It is one of the biggest workplace motivations for an individual. HR professionals today have designed customized appraisals to match the need of every individual. The reason for giving such appraisal is to retain the talent in the organization and motivate other employees to work hard and increase their productivity. Employee rights and discipline: Discipline at workplace is a very serious issue as it directly affects the performance of an individual and affects the productivity of an organization. There is strict ethical code of conducts and policies are designed on the part of HR to ensure a peaceful working environment for every employee. Along with this emphasis is also laid on the safety culture of the workplace and rules and regulations are prepared to ensure employee protection. The employees can also record their feedback if there are issues faced by the employees (Fottler, n.d.). Strategic human resource management have replaced the conventional HR practices as these practices are more employee centric and they focus on increasing the productivity of individual by providing them a safe and competitive workplace (Brenner, 2016). Conclusion Human resource department in any organization plays a very crucial role. Their function is not limited to just designing incentives reward schemes of performance appraisal report but they have been identified as a strategic contributor in an organization. Their role has been extended to designing strategies for the growth and sustainability of the business. Their role is to scan the external and internal factors of the organization and suggest the possible future market opportunities. Their role has been stated very crucial in implementing the strategies in the organization. Employees are the backbone of any organization. Their support and cooperation ensure the achievement of the long term growth of the organization (Cribb, 2006). A strategic HR ensures meeting the desired goals and objectives along with employee satisfaction. Earlier role of HR was more rigid and limited to one or two fields only but in todays time their roles and responsibilities have no limits. They have to align the organizational interest with the employees interest and strategically achieve the long term growth and objectives of the organization. References Armstrong, M. Taylor, S., (2014) Armstrongs handbook of human resource management practice (13th ed.). UK: Kogan page limited. Aslam, D.H., Aslam, M., Ali, N., Habib, B., Jabeen, M. (2013) Human Resource planning practice in managing Human resource: A literature review. International Journal of Human Resource Studies. Retrieved from www.macrothink.org/journal/index.php/ijhrs/article/download/.../6131 on 9 March 2017. Becker, E.B. Huselid, A.M., (2006) Strategic Human Resources Management: Where Do We Go From Here? Retrieved from https://pdfs.semanticscholar.org/48f6/cd5a88e39aead3f60b7dccedbb46bf2ebf7e.pdf on 9 March, 2017. Brenner, L., (2016) The Future of HR? It Isnt What You Think. Retrieved from https://talentgrowthadvisors.com/images/uploads/The_Future_of_HR_Not_What_You_Think.pdf on 9 March, 2017. Cania, L. (2014) The Impact of Strategic Human Resource Management on Organizational Performance. Economia. Seria Management. Retrieved from https://www.management.ase.ro/reveconomia/2014-2/14.pdf on 9 March 2017. Cribb, G. (2006) Human Resource Development : a Strategic Approach. Retrieved from https://epublications.bond.edu.au/cgi/viewcontent.cgi?article=1011context=library_pubs on 9 March 2017. Fottler, D.M. (n.d.) Strategic human resource management. Retrieved from https://www.ache.org/pubs/Fried%20Sample.pdf on 9 March 2017. Lawler, E.E., (2012) Corporate Strategy: How HR Can Become a Player. Retrieved from https://www.forbes.com/sites/edwardlawler/2012/08/15/corporate-strategy-how-hr-can-become-a-player/#1165e68a1eea on 9 March 2017. Oracle, (2012) Driving Successful HR Leadership: Talent Managements Role in Core Business Strategy. Retrieved from https://www.oracle.com/us/talent-mgmt-role-bus-strategy-1891829.pdf on 9 March 2017. TalentCulture, (2010) 6 Fundamentals Of Effective Collaboration. Retrieved from https://www.talentculture.com/6-fundamentals-of-effective-collaboration/ on 9 March 2017. Tan, L.C., Nasrudin, M.A. (2011) Human Resource management practices and organizational innovation: assessing the mediating role of knowledge management effectiveness. Electronic Journal of Knowledge Management. Retrieved from www.ejkm.com/issue/download.html?idArticle=289 on 9 March 2017. UC Berkeley, (2016) Guide to human resources. Retrieved from https://hr.berkeley.edu/hr-network/central-guide-managing-hr/managing-hr/managing-successfully/development on 9 March 2017.