Essays on Planning, Designing and Evaluating Human Resource Development Program Assignment

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The paper "Planning, Designing, and Evaluating Human Resource Development Program" is a wonderful example of an assignment on human resources. Today, competition has significantly increased and organizations have been forced to devise ways to maintain their competitive advantages. Human resources are important to the achievement of this objective. They should be carefully managed and developed as they are an important part of the organization's overall strategic direction. Deployment of organizational resources to maximum use can only be achieved if people responsible for human resource development (HRD) provide clear organizational strategies and priorities regarding human resources.

Traditionally, development has been a functional unit of human resource department concerned with carrying out identification of organizational development needs, plan, design, and evaluate HRD. This is the most widely accepted systematic approach to training and development of HRD programs by practitioners (Balderson 2006). HRD is about the enhancement and widening of employees' skills through training. It also entails assisting people to grow within the organization and enable them to better utilize their skills and abilities. Planning, designing, and evaluating the HRD Program that will be used in the organization I currently work for is carried out in this project. Development programs Like any other organization, this organization implements various programs to ensure the provision of its products and services to customers is achieved.

The major programs include HRD programs, HRM programs, training programs, monitoring, and evaluation programs. These programs require employees that have knowledge and skills in areas such as recruitment, personnel relations, and customer service. Human resource systems are also required to ensure that the right people are recruited and sufficient incentives and capacity development are in place to ensure that employees do not leave their organizations and they possess capabilities of productively contributing to organizational mission and vision at all times.

References

Allen, T. D., Finkelstein, L. M., & Poteet, M. L. (2011). Designing Workplace Mentoring Programs: An Evidence-Based Approach. Hoboken: John Wiley & Sons.

Balderson, S. (2005). ‘Strategy and Human Resource Development’, in Wilson, J.P (Eds.), Human resource development: Learning & training for individuals & organizations. London [u.a.: Kogan Page.

Cummings, T. G., & Worley, C. G. (2013). Organization development & change, 10th edn. Stamford, CT: Cengage Learning.

Hughes, C., & Byrd, M. Y. (2015). Managing human resource development programs: Current issues and evolving trends. New York: Palgrave Macmillan.

Kirkpatrick, D. L & Kirkpatrick, J. D 2010, Evaluating training programs: The four levels, 3rd edn, Accessible Publishing Systems, Sydney.

Kumar, V., Ali., M., Kumar, S. (2013). ‘Framework for implementing human resource development programmes in higher educational institutions’, International Journal of Engineering and Management Sciences, vol. 4(1): 36-39.

Royse, D. D. (2009). Needs assessment. New York: Oxford University Press.

Sims, R. R. (2006). Human resource development: Today and tomorrow. Greenwich: Information Age.

Werner, J. M., & DeSimone, R. L. (2012). Human resource development. Mason, OH: South-Western.

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