What distinguishes a thriving business from a struggling one, among other things, is the efficiency and effectiveness of the people handling the various aspects of the business operations. In other words, for an organization to even stand a chance of having a competitive edge, it must ensure that the right people are hired and put in the right departments. Here, I will be talking about human resource development and its positive impacts on employees and the business in general.

KeyPoints from the article

1. The success of a business hinges on the efficiency and effectiveness of its workforce. Hiring the right people for the right roles is crucial for maintaining a competitive edge.
2. HRD involves a range of training initiatives designed to help staff members adapt to their roles, gain knowledge about the company and its culture. It’s essentially the process of developing the human side of the organization.
3. The HRD process comprises four key elements: mentoring, coaching, feedback, and succession planning. These elements contribute to the continuous development of employees from their first day onward.
4. HRD is crucial for achieving the ultimate objectives of the company. It improves the quality of work, saves costs associated with hiring, and creates healthy working relationships among employees, fostering a positive work environment.
5. Leverage of HRD by an HR manager can result in various benefits, including improved work quality, cost savings due to increased employee retention, and the cultivation of healthy working relationships, ultimately contributing to the overall success of the organization.

Human Resource Development: Meaning

Human resource development, or HRD, is a variety of training initiatives that assist staff members in adapting to their new roles and gaining additional knowledge about the company and its culture. Simply put, it is the process of developing the people side of the organization.

There is a formal HRD process where companies hire a consultant to spearhead the process. The process might also include coursework and highly organized training sessions. Again, there’s an informal setting where managers provide mentorship to new team members, and they actively participate in the onboarding process.

Positive Impact of Human Resource Development

So, in the organization where I work as the human resource manager, we take the development of the staff very seriously. As a matter of fact, staff training is one of the many services we offer, though it wasn’t so at first. Before I was promoted to the HR position, the company used to hire the services of freelancers for tasks like product design, software development, graphics design, and the likes of them.

You’re probably thinking, “Why couldn’t they just employ people for that?” You’re right to think that, but the truth is, they actually put out vacancies for such positions, but people with such skills would rather work remotely. Those who did come for the interview requested an outrageous amount as salary, and considering that the company was at its startup stage at the time, she just couldn’t afford it.

Unfortunately, we had to deal with the delays and frustrations from these freelancers for two whole years until I suggested in one of our weekly meetings that staff training should be incorporated into the services we offer as an organization. That was how we were able to now have a team of developers, designers, social media handlers, and marketers who are in-house staff. Oh, and that, too, was how I got promoted to the position of human resources manager to spearhead the process of staff development.

Currently, we are running a free training program on video editing. We had outsiders register, intending to retain some of them after the training. With this explanation of mine, I believe you can tell the positive impact that human resource development has on organizations.

I’d like to go into the importance or benefits of human resource development, but let’s discuss what’s included in human resource development.

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4 Types of Human Resource Development

Human resource development begins with an employee’s first day at the organization. The scope, duration, and training programs of HRD may vary depending on the employer and the nature of the company’s needs. Just like what I explained earlier, for example. Our company needed a team of developers, and the only way to have one is to develop the staff we already have and have them recruit and onboard new employees. Having said that, the HRD process consists of four elements:

#1. Mentoring

Mentors are individuals who have industry experience or have held the same role as the new employee. Their role is to answer the employee’s queries and help them identify their talents. For example, a newly hired human resource manager may seek guidance from a more experienced HR generalist or consultant. As the season progresses, the mentor can assess the mentee’s leadership talents and encourage them to improve their performance.

#2. Coaching

In a company, the coach is usually the boss of a new employee or an experienced coworker. Ours is the situation of an experienced coworker. However, this came after they had learned so much from the specialists who were paid by the firm to teach us. Coaches can teach employees how to handle their job responsibilities. They establish objectives and performance goals for the team members, and they remain present when the HRD process begins. They are also a source of feedback.

#3. Feedback

This is an additional component of human resource development. Consistent feedback helps new employees understand what they’re doing right and how to improve. Human resource development prioritizes professional development. Human resources team members monitor employees’ growth and provide opportunities for them to practice and test their abilities.

In our company, for example, a new software development manager was engaged to oversee the design of new products. Additionally, the training program provides a modest project for staff to lead. With consistent feedback, the manager’s (team leader’s) confidence in managing their team grew, and the comments helped them reflect on how they could execute more efficiently.

#4. Succession Planning (Talent Management)

Succession planning entails identifying individuals with leadership potential who can take over as managers once they retire. The HRD process helps potential managers prepare for supervisory responsibilities. For example, suppose the head of the video editing team wishes to retire for one reason or another. The human resources manager will identify a successor with the top video editing skills to help equip employees to be capable of carrying out video editing tasks in the company.

Read also: Who is a Human Resource Manager

Why Is Human Resource Development Important?

Simply put, the act of human resource development is important for the ultimate objectives of the company.

As an HR manager, leveraging HRD can help members of your staff and the tasks they carry out. Let me break it down into the following points:

• Increasing the standard

The entire organization’s performance can be improved with ongoing training and development. Put differently, a skilled worker performs better and grows the company as a whole.

This is primarily because, along with their newfound, increased capabilities, human resource development cultivates commitment and modifies their attitude toward change.

• It improves the quality of work.

HRD programs can instruct staff members on effective task completion. Their ability to submit higher-quality work increases with their understanding of the manager’s requirements.

• It saves the company the cost of hiring and recruiting new staff members.

Workers who perceive that their employer is committed to their professional development may be more content in their roles and be more inclined to stay on staff. High retention rates can save HR departments money and effort by reducing the need for costly, time-consuming hiring procedures.

• It creates a healthy working relationship.

Since HRD involves a team, there are possibilities for new hires to meet with their coworkers. They may feel more at ease approaching their managers as a result of the HRD investment, which can enhance employee-manager interactions.

• Job satisfaction

To retain your ideal staff, you must maintain a competitive advantage. One way to achieve this is by providing them with opportunities for human resource development.

To boost employee loyalty and job happiness, it can be imperative that you support and develop your workforce. For this reason, they are more likely to stick with your organization.

What exactly is human resource development, and what are its objectives?

Human resource development refers to a variety of training programs that assist employees in adjusting to their new jobs and learning more about the firm and its culture. A human resource development protocol teaches employees the skills they may need for their professions and provides them with access to resources that may help them succeed.

What are the four human resource development processes?

The HRD process consists of four steps known as ADIE:
Assessment
Design
Implementation, and
Evaluation

What is the primary function of human resource development?

The purpose of human resource development is to enhance performance and ability. While employees are frequently expected to know a certain amount about their jobs or to have a specific degree or level of education when hired, much of what an employee learns about their job is acquired through experience.

What are the three pillars of HRD?

To fulfill its business objectives, any company must prioritize the three pillars of HR strategy: strategic planning, workforce development, and performance management.

What is the difference between HRD and HRM?

• HRM focuses on administrative tasks, whereas HRD focuses on learning and performance improvement.
• Human resource management seeks to improve employees, whereas human resource development seeks to benefit the entire firm.
• HRM is for the HR department, whereas HRD is for the managers.
• HRM relies on financial incentives, but HRD motivates through appreciation and development.

What is the connection between HRM and HRD?

Human resource management (HRM) is concerned with managing human resources inside a business, including administrative activities, rules, and procedures. Human resource development focuses on growing and improving employees’ skills, knowledge, and competencies to support their progress and the success of the firm.

What are the influencing elements for HRD?

A company’s HR development is influenced mainly by:

Technological Advancements: The quick developments in technology call for the necessity of upskilling.
Education System: The nation’s system of high-quality training and education.
Governmental initiatives: programs that encourage lifelong learning and skill improvement.

Summary

Human resource development cultivates the competencies necessary for an organization to achieve success. It also aids businesses in developing highly qualified, passionate, and constantly developing staff. Without the human resources development program, it’s easy for the staff to feel a little unsatisfied. Conversely, the implementation of a structured development program makes employees feel more invested in their work on a daily basis and gives them a clearer idea of their prospects within the company.

Additionally, employees gain from human resources development by learning new skills that enhance their resumes. As an employee, you can now compete as one of the best candidates in your sector and bargain for the highest salary and benefits.

Now here’s a question for you, my dear reader. Which do you prefer, a company that incorporates HRD or one that just goes about hiring top talents?

Finally, a tip for HR aspirants. Ensure to suggest the HRD initiatives to the company you intend to work with. They may already have it, but it will convince them that you are experienced and have the interests of the company at heart.

Cheers!

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