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The main purpose of human resource development is to achieve an individual's skills, knowledge as well as somebodies abilities in order to come up with a most superior workforce that resulting to organization's and individual employees being in a position to accomplish their work goals in service to customers.
Human Resource Development (HRD) which is part of human resource management of an organization is defined as a series of organized activities, procedures as well as task conducted within a specialized defined time in an organization. (Resource.com, 2015) .I wish to work for the following are among the improvement that essential to be changed in an organization. If these changes are implemented it will have numerous benefits to both the organization as well as the employees such as improve on productivity, ensuring employee satisfaction and enabling an organization to revitalize and experience lifetime growth among others.
Reforms to be Taken to Improve Productivity
Effectiveness and efficiency are the core virtues that employees of every organization need to poses in order to see into improved productivity. These can be achieved by making various changes that include: providing employees training which can be performed in various ways depending on how it suits an organization. Training of employees can be achieved through involving employees on designed classes based on their roles, provision of designed work assignments, field trips, and coaching from the manager's boss or supervisors (Ramlall, 2003). This training should be oriented to the area of specialization of each employee which will help create efficiency on how employees perform their duties thus improving overall productivity.
Changes to Improve Employee Satisfaction with the Quality of Their Work Life.
Employee satisfaction and improve on the quality of their life is essential in the overall sustains development of an organization. Employee satisfaction can be achieved through HRD by performing analysis and identification of ways in which employees needs can be met. This includes adjustment of employee salary to match with their qualification as well as the overall duties performed by an individual to ensure satisfaction. Also career development of an employee, performance management and development, mentoring, succession planning and even tuition assistance is essential in ensuring employee satisfaction (Garavan, 2007).
Beyond that, when an organization work towards improving career development of an individual, the employee will have lifetime satisfaction since besides working for the organization, he or she will also be building their career life for future roles.
Changes to Enable an Organization to Revitalize and Develop itself Over Time
For an organization to be in apposition to rejuvenate itself and be in a position to sustain its lifetime development it is essential to make changes that result in the specific culture being adopted. This is dependent largely on the leadership as well as decision-making processes. Identification of an organization's weaknesses through HRD is important for making sound decisions on ways of continuously tackling them thus ensuring that organization develops all the time. Also, work processes and systems need to be redesigned in a way that new employees joining a company is in a position to fit in thus ensuring that an organizations culture is sustained over time.
In addition, for an organization to ensure lifetime development, transparency should be ensured by building a strong relationship between the top management and the employees (Moon, 2006). This will bring sustained development because all the workers in an organization contribute to innovative ways that can be undertaken to ensure sustained growth.
Changes to Improve the Organization's Processes and Outputs
Maintaining a sustained standard by which organizations activities are undertaken is essential for improving the overall output of an organization. An organization should develop an organizational culture in which supervisor-subordinate relationships is highly maintained. This encourages collaboration among sub-units which builds strong professional wellbeing, motivation, and pride of employees which results in improved organizations output. Teamwork is also essential in ensuring that the output of an organization is achieved (Marsick, Watkins, 2003). When workers in an organization are trained to put aside their differences so as to be in a position to work together towards the organization's goal, then greater output will be achieved.
Methods to Measure Success in the Improvement Efforts.
Evaluation of changes in an organization is important to realize their success. Various parameter metrics and approaches are applied by the organization to understand the improvement efforts made. First feedback questionnaires can be administered to the workers to enable the gathering of various views. These views can then be analyzed to evaluate if the improvements efforts applied were successful. For example, if most employees are happy about the changes it gives an impression that the changes were successful (Moon, 2006).
Also, metrics such as observing the general trend of the process in the organization can also be a success evaluation metric. If the intended process has changed positively after the changes, it implies that the efforts were successful.
Generally, Human resource development (HRD) is essential in determining organizations success. Changes need to be undertaken continuously in HDR to ensure that the welfare as well. Change in a Human Resource Development (HRD) of an Organizations the effectiveness and efficiency of employees has achieved which will in return improve the general development of an organization.
Garavan, T. N. (2007). A strategic perspective on human resource development. Advances in Developing Human Resources, 9(1), 11-30.
Marsick, V. J., & Watkins, K. E. (2003). Demonstrating the value of an organization's learning culture: the dimensions of the learning organization questionnaire. Advances in developing human resources, 5(2), 132-151
Moon, E. (2006). Rev up performance measures by overhauling employee training. Public Management, 88(7), 33. Retrieved from http://go.galegroup.com.libraryresources.columbiasouthern.edu/ps/i.do?p=AONE&sw=w&u=oran95108&v=2.1&it=r&id=GALE%7CA149974736&asid=b39d44703fbc3d2d91e00b87e5849696
Ramlall, S. J. (2003). Measuring human resource management's effectiveness in improving performance. People and Strategy, 26(1), 51.
Resource.com, H. (2015). Human Resource Development. Retrieved 2016, from http://www.whatishumanresource.com: http://www.whatishumanresource.com/human-resource-development
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