IntroductionHuman Resources Development is one of the disciplines within human resource management. Human resource development refers to a discipline that focuses on the people who work for an organization. In essence, the discipline encompasses a set of systematic and planned activities adopted by human resource department in organizations to provide its members with the necessary skills to meet current and emerging demands in the job market (Noe and Wenkler, 2009). With evolutions and transformations in the job market, employee needs skillsthat go beyond the training in classroom in order to be competent.
Human resource development includes coaching, group work, and problem solving. It also requires basic employee development that is effective and effective. There are three basic areas of human resource development. These fundamental areas include individual development (personal), career development (professional), and organizational development (CIPD, 2002). The importance and effectiveness of each component varies from one organization to another depending on the nature of their operations, the criticality of human resources to organizational efficiency, and the organization's commitment and focus to improve its human resources (Noe and Wenkler, 2009).
However, all the three components have one focus that is, individual performance improvement. Since individual performance improvement is the focus for human resource development program, it is important to incorporate all the three components for effective human resource development program. My Human Resource Development PortfolioThe knowledge acquired in class is so useful in designing human resource development strategies and coming up with effective methods of assessing and evaluating their efficiency and effectiveness. Topic such as strategic training, assessment of HRD needs TNA/HRDNI, traditional training methods, training evaluation, employee development, career management and special challenges in career management, and special issues in employee training and development are useful in providing a good base for designing good human resource development strategies.
The use of class tutorials, discussion groups, lecture notes, and other materials are useful in understanding the techniques applied in human resource development strategies (Noe and Wenkler, 2009). Attributes of Effective MangerGary Fayard is one of the most effective managers in the history of corporate world. Having served as Coca Cola’s vice president for over 20 years, Gary Fayard demonstrated strong leadership characters and attributes that are admirable by any manager wishing to dispense his or her leadership activities in an impeccable manner.
Since the company’s inception in 1886, its effective leaders like Gary Fayard saw it rise to an international company running errands across the entire globe. His great leadership attributes saw him rise from being director of Pan-American Beverages in 2001 to director of Coca Cola Enterprises Inc. in same year and Chief Financial Officer of The Coca-Cola Company and Executive Vice President of The Coca-Cola Company in late 2001. He served in the position till 2003 he became president of Coca Cola FEMSA S. AB de C. V.Some managers have the ability to inspire and motivate their followers, but many managers as well fail miserably to motivate, inspire, and engage theirs.
In most cases, when employees choose to leave a position or abandon their jobs, it is often because of poor management and unfair supervision strategies or poor relationships with people in their working environments(CIPD, 2002).