A Guide To Human Resource Development

Human Resources isn’t a thing we do. It’s the thing that runs our business."

— Steve Wynn

 

No business can survive without humans. In fact, it is humans that make decisions, create new products and sell them. So, without humans there will be no business. But often we make mistakes by ignoring the relevance of the Human Resource Department in a company. 

 

We do not see it as strategically  relevant. But in reality, if the HR department is given the right tools and trust then it can be the most vital organ of the entire organization. Every organization that maintains a proper sync with its employees is proven to be more successful and profitable than the others. 

 

Human Resources are the most vital part of any company. Development of Human Resources should always be the utmost priority of the management.  In this blog, we will understand about the concept of Human Resource Development and the challenges it has.

 

Also Read | HR Analytics

 

 

What is Human Resource Development?

 

Human Resource Development is all about the right training and development processes which are imparted to an employee right after he is hired in an organization. 

 

The main focus of every organization is to improve the knowledge base, functionality, ability, skills and talent of all its employees. 

 

The process of doing so is called Human Resource Development. Humans are the most valuable resources in an organization. They are in fact more valuable than the machines because machines need to be operated. 

 

Without human intervention no decisions can be taken, no work can be performed. In simple words- No humans means no Business.  A report in 2013  by the Association of Talent Development has shown that every organization on an average spends about $1,200 on an employee for his/her skill and talent development. 

 

There are multiple ways to train an employee and some of those cannot be measured monetarily but are also a part of Human Resource Development.  

 

There are multiple definitions of Human Resource Development in books and on the internet. One of them is given by Leonard Nadler- "Human resource development is a series of organised activities, conducted within a specialised time and designed to produce behavioural changes."

 

Also Read | AI in Human Resource Development

 

 

Features of Human Resource Development

 

Some vital features of Human Resource Development have been enlisted below:

 

1. It is a process in which humans are treated as resources and the most valuable assets in an organization.

 

2. In this the main stress is upon the development of humans. It involves developing the general capabilities of the personnel to make them ready for the current situations as well as the future issues.

 

3. It involves optimum utilization of the human resources for the common interest of employees and organization.

 

4. Through Human Resource Development we can develop better interpersonal relationships. The main focus is on development of relationships based on honesty, truth and proper communication.

 

5. It helps to develop team spirit among the employees.

 

6. It helps to build a healthy competitive environment among the employees. A healthy work environment will always create a positive impact on the employee's health and keep them motivated at all times.

 

7. It is a system with multiple sub-systems. All these sub-systems are interconnected and the main aim is collaboration.

 

8. It helps to build a proper organizational climate wherein superior and subordinate relationships are made ethically and professionally.

 

9. The concept of Human Resource Development is Interdisciplinary as it involves principles of economics, physiology, sociology as well as psychology.

 

10. It is a continuous and never-ending process. In fact development is a lifelong thing that has no end.

 

Advantages of Human Resource Development

 

Human Resource Development has become a source of attracting new talents and employee retention. Nowadays, companies are paying more attention to the skill and talent development of their employees. 

 

Human resource Development has multiple benefits like:

 

1. By development of Human resources, an organization gets a more talented and superior quality workforce which will help them accomplish the organizational goals better.

 

2. Employees can adapt to their profession and jobs better. Better adaptability means higher efficiency, quality work and less wastage and accidents.

 

3. If development is done in the right way then existing employees can take over superior jobs and occupy higher posts with more work responsibility. Companies can save a lot of money by using the current employees rather than outsourcing or new recruitment.

 

4. Companies can reduce their employee churn rates and retain the best talents that they have. This way organizations can compete well in the market.

 

Also Read | Human Development Index

 

Methods used for Human Resource Development

 

“Hire character. Train skill."

-Peter Schutz

 

There are two methods used for training and development of human resources. These methods not only improve the performance but also the overall capabilities of the individuals. Let us understand these methods one by one.

 

1. On-the-Job Methods

 

This method is most common and the employee is given a task or a job to teach him the relevant skills and techniques. This method of training has multiple styles like:

 

• Job Rotation

 

In this method the employee/trainee is shifted to multiple jobs to give him more experience and exposure. The employee gains the ability to develop insights and understand the problems faced by his peers.

 

• Coaching

 

The employee is provided an instructor or a mentor under whom he gets to learn different skills. It is very useful as employees get the opportunity to learn from the best in the class.

 

• Job Instructions

 

In this the trainee is given a step-by-step instruction manual or guidance to perform his/her job. If any mistakes are made then the trainer helps in correction as well.

 

• Internships

 

Practical and theoretical exposure is provided to the employees/trainees. One can witness many commerce/science graduates as well as freshers that undergo internships.

 

2. Off-the-Job Methods

 

Sometimes off-the-job methods are used for training. Even though it has certain limitations, still the overall aim is achieved through this method. It also has multiple styles like:

 

• Case Study

 

Employees are given the opportunity to deal with certain cases that business has confronted. He has to analyze the case and come up with solutions and ideas about dealing with it.

 

• Incident

 

Just like case studies, in incidents multiple scenarios and situations are made up based on the problems dealt by other businesses. Trainees are divided into groups and they need to solve it as if these incidents are real.

 

• In-Basket

 

In this an imaginary company is created and all the relevant information about the products, HR, employees, finances etc is given to the employees. 

 

Then the employees are asked to prepare schedules and reports. This helps them in making decisions and tackling multiple situations

 

• Lectures

 

When the employees and trainees are in huge numbers, lectures are hosted. In this multiple concepts are taken and each one is explained in great detail. Lectures are very informative and knowledgeable.

 

• Simulations

 

In this imaginary situations are created and trainees are told to act upon it. They can be given the role of HR and asked to solve certain personnel based issues or to prepare a report or a schedule for a new project.
 

Also Read | What is Impact Analysis?

 

 

Challenges in Human Resource Development

 

Human Resource Development nowadays has some great challenges because of the dynamic external environment and the changing internal factors as well. Due to constant changes and innovations, the workforce is made to adapt to it accordingly.

 

This adaptation is sometimes forceful and sometimes natural. So, human resources development also faces multiple challenges. The main ones are given below.

 

1. Workforce Demographics

 

The demographics is one of the most tough challenges faced by the organization. Workforce has become so diverse and comes from multiple regions across the world. 

 

Companies which are in Africa have workers from Asian continents and Asian companies have African workforce in it. Gender equality is also one of the concerns that must be paid attention to.

 

Organizations must come up with such methods that ensure development of all the employees irrespective of their profiles, countries and gender. There must be no discrimination on the basis on race, gender or country.

 

2. Global Economy

 

The competition in the Global Economy is on the rise now. Countries like the US, UK, China have companies that are competing globally. They have the best technological equipment and the most superior workforce.

 

They hire the best and top class workers and the minimum hiring eligibility in companies of these countries is at least graduation. Moreover, they spend a lot of money on training and development of each worker.

 

Therefore, Global Economic Competition is a big challenge faced when we look for Human Resource Development. It is also because most of the workforce in developing countries want to go to work for companies in developed countries.

 

3. Skill Gaps

 

Reducing skill gaps is very important. For example- what will you do with the worker who knows how to operate heavy equipment but cannot read or understand the instruction manual? 

 

He has the practical exposure and skills but lacks reading and analyzing capabilities.

 

Can you work with such workers? Therefore, it is very important to impart training and courses for such workers to reduce their gaps and increase their overall growth and understanding.

 

It will be foolish to terminate such workers because they can handle machines well. So, you need a proper instructions programme to eliminate the gaps.

 

Also Read | 3 Skills for Business Success

 

4. Need for Lifelong Individual Learning

 

Development is not a one day or a week thing. It is a continuous process which needs to be done to ensure that an individual can stand firmly in dynamic situations. The meaning of lifelong learning can be different for different workers.

 

For semi-skilled workers it might mean to develop rudimentary skills to become more compatible. For this, they need to educate themselves and become professionals. For skilled workers it might be developing extra skills like certifications, language learnings, communication skills etc.

 

The Human Resource Department must be very active in defining the development areas for each individual. This is why Lifelong individual learning is a big threat in Human Resource Development.

 

5. Organizational Learning

 

On an Organizational level also, development is equally important. If an organization is constantly learning and believing in new things then its workforce will also believe in the same. 

 

It is important for any organization to focus on these 3 things:

 

• Mental Models
• Team Learning
• Shared Vision

 

Organizational Learning is also a big challenge in Human Resource Development as shifting the beliefs of a company from traditional to modern requires a lot of effort.

 

Also Read | Business Metrics

 

Human Resource Development is a very wide process which involves development of each and every worker along with the organization as a whole. It also puts emphasis on building interpersonal and professional relationships.