Essays on Human Resource Development - Finnish Book Store Assignment

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The paper "Human Resource Development - Finnish Book Store " is a perfect example of a business assignment. Human Resource Development has been defined to mean the process by which employees in an organization are helped to develop their personal and interpersonal skills as well as their organizational skills, the knowledge they require in this and equipping them with the necessary abilities (Susan 2010). It can include opportunities like employee training, programs dealing with the development of careers management programs and organizational development. It majorly focuses on all aspects of developing a very effective workforce at the workplace so that the organization can meet and accomplish its goals of good service to customers. It bears different approaches.

It can be formal, like in a classroom setting, a course offered in the college or in an organization that has put in place strategies to improve the skills and the general organizational performance of its employees. It can also be informal in nature. This particularly takes the form of coaching of the employees by a manager. At the Finnish Book Store, it has taken the informal approach.

The online program introduced is to be facilitated by a coach in all the individual stores in the Finnish Book Store chain. The role of the coach is to primarily assist the participants in simulating and evaluating their own personal experiences so that they can construct individual understandings before discussing them with their colleagues and later finalizing the program over the intranet. The program is based on imparting skills to the participants and engaging them in solving real-world sales situations. According to Taggar and Thornhill (2002), human resource development involves a way in which the relationships between human resources and strategy were forged. The Simulation Online Training Program at Finnish Book Store Strategic human resource development programs play a major role in the running and success of an institution.

Generally, it contributes to the attainment of organizational skills, the specific knowledge and skills required for it to maintain a sustainable competitive advantage (Saks, Taggar and Haccoun 2002).

References

Black, S.E., and L.M. Lynch (2001),’How to Compete: The Impact of Workplace Practices and Information Technology on Productivity,’ Review of Economics and Statistics 83, no. 3: 434-445

Baldwin, J. and V. Peters (2001), “Training as a Human Resource Strategy: The Response to Staff Shortages and Technological Change”, Statistics Canada, Ottawa, No. 154-11F0019MPE No. 154,38 p.

Cascio, W. ( 2005 ). “From Business Partner to Driving Business Success: The Next Step in the Evolution of HR Management,” Human Resource Management 4, pp. 159–63 .

Susan M. (2010), What is Human Resource Development, (HRD). Available from http://humanresources.about.com/od/glossaryh/f/hr_development.htm. (23 April 2012)

Gibb, S. (2010), Human Resource Development: Who Succeeds and Why? 3rd Edition Available from http://us.macmillan.com/QuickSearchResultsV2.aspx?search=Gibb+STEP EN&ctl00%24uc. (23 April 2012)

Saks, A., S. Taggar and R. Haccoun (2002), “Is Training Related to Firm Performance?” Human Resources Management Research Quarterly, International Alliance for Human Resources Research, Vol. 6, No. 3, Fall 2002, 5 p.

Society for Human Resource Management ( 2000 ). Workplace Visions 5 pp. 3–4 .

Taggar, S. and S. Thornhill (2002), “The Impact of Performance-Based Pay, Firm Strategy, and Firm Size on Firm Performance”, Human Resources Management Research Quarterly, International Alliance for Human Resources Research, Vol. 6, No. 4, Winter 2002, 5 p.

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