DEVELOPING YOUR WORKFORCE

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Human resource development is vital for organizations that want to grow and stay competitive.  It can help to foster an effective working culture.

Human resource development (HRD) covers several functions from employee recruitment and training, to appraisal and payroll, to the recreational and motivational aspects of employee development.  It provides opportunities to acquire new skills, distribute resources and other development activities.  HRD is part of human resource management that deals with training and development of employees.

The HRD framework is used to help employees develop organizational skills, knowledge, and abilities.  It also includes career development, performance management, coaching, mentoring and succession planning.  HRD is focused on developing an effective workforce so that organisation and employees can accomplish performance goals and meet business objectives.

OBJECTIVES OF HRD PRACTICES
1	To impart capabilities required to perform various functions associated with employees’ present or expected future roles
2	To discover and develop employees capabilities and potential for personal and organisational development purposes
3	To instil positivity and the culture of teamwork among departments to contribute to the wellbeing, motivation and pride of employees
4	To increase employee knowledge, capabilities and positive work attitudes

HRD?
1	Needed to encourage employees to be dynamic and be able to meet the challenges of fast-paced work environment	·         To foster dynamism and take new direction ·         Capabilities must constantly be acquired, sharpened, and used ·         Cultivate an effective working culture ·         Develop competitive advantage through initiatives, risks, experiment, innovating, and making things happen ·         Adapt to the changing environment ·         Increase capabilities and renewal
2	Covers individuals and units in the organization since people development is the core concept	·         Development of stronger individuals, groups, leaders, committees and task groups ·         Refining collaboration skill with colleagues or people working in the environment for effective decision making ·         Fostering a climate conducive for effectiveness and developing self-renewing mechanism so that people are proactive and develop relevant process
3	Considered as the key to higher productivity, better relations and greater profitability	·         Develops new skill, knowledge and attitude in workers ·         People will become more committed to their jobs ·         People are assessed based on their performance under an acceptable appraisal system ·         Foster an environment of trust and respect ·         Change is more acceptable ·         Better equipped employees with problem solving capabilities ·         Improve growth of employees and the team spirit in the organization ·         People will become more open in their behaviour ·         New values can be generated ·         Leads to greater organizational effectiveness ·         Resources are properly utilised ·         Goals are achieved in a better way ·         Enhance the participation of workers in the organization ·         Improve employees roles ·         Allow employees to feel a sense of pride and achievement while performing their jobs ·         Facilitate better human resource planning
4	Upgrading employees’ skills. Knowledge and capabilities	·         Avoid losing talented employees ·         Recognise all employees have potential to be developed ·         Knowledge management o    Sharing of knowledge within the organization o    Ensuring retaining of critical knowledge o    Avoid brain-drain when employees leave
5	Emphasise the need for employees to be sensitive to the global needs of business	·         Equipped employees to interact with peers on international level

Shared From Article By

National Human Resource Centre Malaysia

Management, SMEBIZ

Monday 15 June 2015