The paper "Strategic Role of Human Resource Development " is a great example of management coursework. Human resource development is a framework adopted by many managers to help their employees to develop their individual, as well as organizational skills. It also provides employees with knowledge and abilities to be very productive thereby achieving organizational goals and objectives. Human resource development includes opportunities like employee training, career development, and performance management; human resource hobbies development coaching, and mentoring the employees working in a particular organization. Today, most organizations have realized their success by heavily investing in their human resource by either developing their current abilities or coaching and training them to attain new skills needed to achieve the organizational goals and objectives (Lepak & Snell 1999.
pp. 31– 48). In the advent of the generational workforce, managers need to come up with new and novel structures that befit this stratification. The very managers need to come up with a thorough and thoughtful analysis of different workplaces, the structure of human resource developments, and their theories so that all processes of change can be. Currently, most of the companies are made up of the mixed up fabric of human resources.
This mostly includes the baby boomer (50-80 years), gen x (27-49 years), and gen y (18-27 years). This, if success has to be in an effectual way, has to be put into consideration when putting measures to develop your staff in your organization (T. N. Garavan 2007. pp. 295– 320). Strategic Role of Human Resource Development Human resource development has not only proven to be a key determiner on how workers are handled in the world today but also has contributed to attaining the organizational objectives.
Changes like growth in contingent work, flexible work arrangement, and knowledge of the work have brought challenges to human resource development. In case the firm has to realize full effectiveness, human resource development strategies and practices should be considering some key external factors like; Economic structure, Growth of industries, jobs and occupations influence the national economic structure, so human resource development has a key role in filling vacancies, managing knowledge, and ensuring workers have skills required to tackle different jobs in the world today.
Some setbacks on labor especially aging workforce, gender representation, and more culturally heterogeneous workforce have an effect on human resource development as far as the need to come up with accommodative policies and practices to manage such diversities.
Bulte, E.H., Damania, R. & Deacon, R.T., 2005. Resource intensity, institutions, and development. World Development, 33, pp.1029–1044.
Garavan, T.N., 2007. A Strategic Perspective on Human Resource Development. Advances in Developing Human Resources, 9, pp.11–30.
Khan, M.B., 2012. Human resource development, motivation and Islam. Journal of Management Development, 31, pp.1021–1034.
Lengnick-Hall, M.L. et al., 2009. Strategic human resource management: The evolution of the field. Human Resource Management Review, 19, pp.64–85.
Lepak, D.P. & Snell, S.A., 1999. THE HUMAN RESOURCE ARCHITECTURE: TOWARD A THEORY OF HUMAN CAPITAL ALLOCATION AND DEVELOPMENT. Academy of Management Review, 24, pp.31–48.
Luthans, F. & Jensen, S.M., 2002. Hope: A New Positive Strength for Human Resource Development. Human Resource Development Review, 1, pp.304–322.
Mok Kim Man, M., 2012. Malaysia Human Resource Development (HRD) Needs: Challenges and Suggestions. International Journal of Management & Innovation, 4, pp.41–53.
Nafukho, F.M., Hairston, N. & Brooks, K., 2004. Human capital theory: implications for human resource development. Human Resource Development International, 7, pp.545–551.
Saá-Pérez, P. De & GarcÍa-FalcÓn, J.M., 2002. A resource-based view of human resource management and organizational capabilities development. The International Journal of Human Resource Management, 13, pp.123–140.
Sherk, K.E. et al., 2009. An experience of virtual leadership development for human resource managers. Human resources for health, 7, p.1.
Swanson, R.A., 2008. Economic Foundation of Human Resource Development: Advancing the Theory and Practice of the Discipline. Advances in Developing Human Resources, 10, pp.763–769.
Wang, G.G. & Swanson, R.A., 2008. Economics and Human Resource Development: A Rejoinder. Human Resource Development Review, 7, pp.358–362.
Wright, P.M., Dunford, B.B. & Snell, S.A., 2001. Human resources and the resource based view of the firm. Journal of Management, 27, pp.701–721.
Wright, P.M. & McMahon, G.C., 1992. Theoretical persectives for strategic human resource management. Journal of Management, 18, pp.295–320.