Discuss on Human Resource Develop Function

8/13/2019 Discuss on Human Resource Develop Function

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Table of contents

1. Introduction....................................................................................................3

2. Theory framework of relations of HRD function and organization strategy...3

3. Comment on the imortance of HRD function in organizational erformancede!eloment......................................................................................................"

". Comment on the imortance of HRD functions on organization strategy... ..#

$. %trategic lans of com&ining the HRD functions and organization strategy..'

(. Conclusion....................................................................................................11

Reference.........................................................................................................11


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1. Introduction

Human Resource Development(HRD is rising in the !" s designed to improve the

#uality of human resources management strategy and activities. $rom a strategic

perspective view% the function of HRD is to closely lin& the organization's human

resources and technology% its potential structure and the management processes of the

organization so as to improve the #uality of the human resource and the organization

performance (illian% )"*+. The HRD should ad,ust its strategies to well meet the

changeable demands from internal and e-ternal environment so that the organizationcan better formulate the strategies to realize its final goals. As the deepin of

economic globalization% the competitions among various organizations are becoming

more and more fierce. /any organizations pay much attention on the HRD function

as it can actively involve in the strategy plan of the organization. That is% the HRD

function is closely connected with organization% which plays a vital role in the

development of employees and organizations.

Therefore% specifically% this assay aims to comment on that a close alignment of

organizational strategy with the human resource development functions may enhance

both individual and organizational performance.

2. Theory framework of relations of HRD function and

organization strategy

earning from the individual level rises to the level of organization% the ultimate goal

is to improve organizational performance. 0n the late !" s% the word performance

appeared in the definition of human resource development. Richard 1wanson is

considered to be the first to introduce the concept of performance in the theory of


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human resource development(HRD. He thin&s that human resources development is

a constant process through the ability of employees to improve organizational

performance. The appearance of performance theory of HRD mar&s the organizations

ta&e the 2learning2 as the center move to ta&e the 2performance2 as the center (3aul

and 4ary% )"*). 0n practice% however% this shift is of great significance% because

although HRD provides many services for the organization and these services also are

widely welcomed% but all of these services are not based on efficient performance as

the center. 0n order to improve the human resources development for the

organization's strategic value and status in the organization and visibility% HRD must

contribute to achieve organizational goals and the HRD must be carried out around

the &ey performance of the organizations (%torey) 2**2+ .

5ased on the performance theory% in this assay% it would detailed comment on that the

HRD function with organizations strategies can greatly enhance the individual and

organization performance.

3. Comment on the imortance of HRD function in

organizational erformance de!eloment

0n the modern society% the e-ternal and internal environment has become more

changeable as the further development of economic globalization. The organizations

should always be faced with all &inds of challenge and pressure posed by the more

server competitions in its industry. As American scholars 3aul and 4ary ()"*) argue

that the modern organizations should ta&e a strategic loo& to well use the human

resource which can form a powerful weapon in the fierce competitions. 0n todays6

world% the society has much higher re#uirements for the mar&eting personnels% the

technological talents and strong management ability of organizations. 7nder this

condition% the technological competition is very harsh% and economic ris& is huge.


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Thus% the function of HRD is more important. The HRD function and management

gradually becomes on the status of the organization's strategic height.

As is discussed above% it is crucial for the modern organizations focus on the HRD

function since the the competition in )* centry is more of the human resource

competition. Thus% whether the organization can survive and well development in the

changeable world% the HRD plays an important role.

Importance for the performance development of individuals

,ased on -dreres arguments) a successful organization should en/oy the

efficient and great emloyees structure to achie!e strategic cometiti!eness

on human resource.0or an organization de!eloment) as the elements of human resources) the

de!eloment of the organization is reflected in the de!eloment of

emloyees. If the organization does not achie!e HRD) the knowledge structure

of an organization is easy to aging) so organizations needs to constantly

udate knowledge and kee learning) which should use the staff training and

organizational internal knowledge management to realize it. Digging the

otential of emloyees and making the organization human resources can

lay to the largest !alidity is one of the imortant function of HRD 0chbiah and

8nepper% )""9. Caring staff) ro!iding training for the worker and making

them from assi!e attitude to acti!ely articiate in the training to seek their

own rogress and the de!eloment of organization) such not only can make

the worker and organization grow together) also can enhance the cohesion of

the enterrise.

Thus) it can see that the together de!eloment of organization and emloyees

&ased on the function of HRD can greatly insire the otential a&ility of staff

through suita&le training and de!eloment lan. -t the same time) the

training lan is designed &ased on the strategic goal can well culti!ate the

emloyees to &e the eactly needed talents of organizations) which in turn

&enefits the de!eloment of organizations.

Importance for the strategic development of human resource


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-ccording to isers claim) the alignment of organization strategic goals and

HRD function would form great cometiti!eness in the changea&le modern

society. Thus) the HRD function can &e !ital for the strategic de!eloment of

human resource. -s the role of HRD is to well de!elo the human resource

through recruitment) training and reward or erformance e!aluation system)

thus) strategic HRD can &etter hel the organization recruit and de!elo the

strategic talents who are imortant for the sur!i!al and de!eloment of

organizations David% et.al% )"*). In the current society) HRD function and

organization de!eloment strategy that are linked together can well deal with

the all !irous changes. HRD is &ased on the de!eloment of organizations

strategies) o&/ecti!es and organizations internal and eternal en!ironment

changes so as to maimized realize the mission of organizations. -nd

according to these tasks and re4uirements) the de!eloment and integration

rely on the esta&lishment of clear organization strategy. Thus) at resent in

many organizations) they ha!e realized the imortance of HRD) and make the

HRD inno!ate from the traditional mode of ersonnel management and

de!elo according to the needs of organizational strategy. -ccording to the

HRD function) &y well set u the aointment) incenti!e system to disco!er

the &est talents) the strategic goals of the organization can &e fully

accomlished. Thus) from this ersecti!e) it is necessary to make the

organization strategy and HRD function liked together as it can greatly

romote the &enefits of the organizations.

Necessity for the improvement of competitiveness of

organizations

As the competitive environment is continuously changing and technology as well as

science are #uic&ly developing around the world% it not only ma&e the organization

hard to grasp the strategic goals% but also ma&e the HR department difficult to foresee

the future supply and demand of human resource of organizations so as to ensure it

can timely obtain the needed talents% which is necessary for the organization to ma&e


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sure the goals implemented in a timely manner. 0n light of the features of the HRD

that should be strategic to meet the changes of environment% the alignment can greatly

promote the organizations to develop their competitiveness by fully using the human

resource to realize the strategic ob,ectives of the organizations. And in this process%

the employees and organizations could both get huge development. Therefor% it is vital

to ma&e the HRD functions involved in the strategic plans of organizations.

As 5rustsnally()"*) argues that% in the modern society% the intellectual capital as

well as the intangible assets has gradually become the important role in the economic

growth of the organizations. 1o the 1HRD also gradually plays significant functions

in the achievement of increasing competitiveness in the industries of organizations.

And better HRD function can help the organization establish the applicable and

comprehensive management system of the organization strategies. 0n fact% it has been

proved that the organizations strategy designed based on the features of HRD function

such as strategic talents development can greatly help the organization remain strong

competition of employees so a to improve the whole performance of organizations.

$rom this point% it can see that the HRD function is crucial for the improvement of

organizational competitiveness as the talents6 performance has been improved.

". Comment on the imortance of HRD functions on


#nhance the imro!ement of emloyee$s self%de!eloment

0n the first place% the close integration of the HRD functions and the organizational

strategy could provide the organization powerful technical approval by valuing the

employees6 selfdevelopment (egge% )"". ;hat is more% the close alignment will

also be conductive to cultivate creative wor&ers% which will become a great impetus

for the performance of both the organization and all the employees. To put it


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specifically% the personal development of employees% which remain to be the driving

force of an organization% is the important concern of HRD. That is to say% the great

HRD functions strive to coordinate with the e-ternal development of an organization

with the help of the internal improvement of the employees. 7nder such circumstance%

the close integration could provide the organizational strategy relevant technical

talents and promote the successful process of the implementation of the organizational

goals. /oreover% from the individual perspective% the close alignment could offer

them a precious opportunity of improving themselves better and better with the great

approval of the organization.

Imortance for the imro!ement of erformance of indi!iduals and

organizations

0n the second place% the close alignment of organizational strategy with the HRD will

be conductive to the formation of a harmonious wor&ing environment% which will be

regarded as the favorable e-ternal condition of improving the performance of both the

individual and the organization. To be precise% &eeping the organization strategy be

highly coincident with the HRD will be propitious to unify the thoughts and actions of

the members in all the levels. This could bring the organization une-pected

development power% such as avoiding unnecessary friction and conflict% saving costs

on the trivial and perfectly improve the organizational performance. ;hat is more%

this highly coincidence will be also conductive to the formation of harmonious

relationship between employees in an organization. ;hether the managers hosting the

organizational strategy or the specific e-ecutives of the human resource development

functions will hold the same opinion% which stands for that it may be more easily for

them to communicate with each other and the subordinates will be more willing to

carry out directions.


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considerable profits but also ma&e it improve more and more social acceptable.

However% from the employees6 perspectives% the sustainability emphasized by the

organization will re#uire them to constantly improve themselves and e#uip

themselves with updated s&ills and open mind to &eep pace with the current trend

(5eardwell% )""=. This will indirectly add selfvalue on the employees which will

ma&e them more and more outstanding and possess potential powers for the

realization of sustainable development of them. Therefore% it could be summarized

that the close integration of organizational strategy and the human resource

development functions could realize the sustainable development of both the

organizations and the employees% which could improve their performance% too.

To integrate this to the organizational strategy will largely reduce the distraction of the

managers6 attention% for it could motivate the employees to initiatively serving for the

realization of the organization. ;hat is more% this integration could be a proficient

measure to achieve the ob,ectives of both the organizational strategy and the human

resource development functions.

&. 'trategic lans of com(ining the HRD functions and


4onsidering all of these benefits% organizations% especially those are in eager to

improve the performance% are suggested to dedicate themselves in searching for

effective measures to perfectly ma&e close alignment of the organizational strategy

with the human resource development functions. ;ays available for them to choose

could be the listed ones.

$irst of all% managers% especially those in the high levels% shoulder the most important


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responsibilities of the successfully achieving integration. To be specific% managers in

charge of organizational strategy and the HRD functions% have to seriously change

their ideas with each other and strive for common ground. 1uch move is aimed at

searching for or creating a firm base of integration. ;hat is more% the influence of

ordinary employees could not be ignored. These employees remain to be the truly

performers of the organizational strategy% who have to ma&e great efforts to e#uip

themselves with outstanding s&ills and similar thoughts with the managers% which

may ma&e it more possible for the formation of the close integration (Hiltrop% )""9.

4ombined these efforts made by both the managers and the employees will be the first

way for the organization to choose to realize the close alignment of the organizational

strategy with the human resource development functions.

1econdly% in the process of enacting organizational strategy% the managers have to

wear a comprehensive outloo& that they not only should thin& clearly about the future

development path and primary focus of the organization6s business% but also have to

pour great efforts to create a sustainable corporation philosophy and harmonious

wor&ing environment. To be precise% the sustainable corporation philosophy may have

great coincident with the ideas promoted by the HRD that it is of great value to lay

emphasis on the selfimprovement of the employees themselves. ;hat is more%

employees serving for an organization with such e-cellent corporation philosophy

will initiatively contribute their efforts to the wor& which will in turn e-ert beneficial

influence on the improvement of whether their own performance or the organization6s

(oosemore% et.al% )""+. There should bear in mind that a harmonious wor&ing

environment could also promote the close alignment that employees may feel freer to

e-change ideas with others% including their leaders% which will ma&e it possible for

the formation of unified thoughts and behaviors (undy and 4owling% )"">. This will

indirectly reduce the opportunity cost in business which could be conductive to the

organization6s performance.

According to all the analysis% it could be concluded that a close alignment of

organizational strategy with the HRD functions may enhance both individual and


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organizational performance. The achievement of such alignment needs the efforts of

both the managers and the employees.

). Conclusion

As is illustrated above% it can be concluded that the alignment of HRD function with

organization strategy can enhance the individual and organization performance. 7nder

the function of HRD% let employees grow up together with the organizations based on

the strategic goals can not only efficiently accelerate the organization to achieve the

goals% but also ma&e the organization obtain more economic benefits. HRD

emphasizes on training and career design% and training is an effective method for staff

growth% while career design is to improve the corporate cohesion. Thus% combining

the HRD and organization strategies% it can be believed the individuals and

organizations will both get great development.

Reference

illian /% ()"*+%Human Resource Management% ?R0@ erlag

3aul 14ary . % ()"*)% The Employment Relationship: Key Challenges for HR%

Routledge

@ic& ;% )"*"% An 0ntroduction to Human Resource /anagement% 1A?

Discuss on Human Resource Develop Function

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