Discussion Board 1
Shuqi Li
Introduction
Human resource development (HRD) involves equipping current workers with relevant skills and competencies to increase their practicality. HRD assists employees to understand better their duties and capabilities, thus increasing their productivity rate in the long run. Relevant knowledge from HRD enables employees to better understand their strengths and weaknesses and focus more on the opportunities available to improve their value and service delivery (Torraco & Lundgren, 2020). Training sessions, benchmarking, and career development initiatives assist employees in acquiring new skills which will increase their competitive advantage. Encouraging department and external transfers enable employees to gather new skills, thus growing their knowledge base.
Organizational analysis involves critically analyzing and understanding the current characteristics of various departments and identifying relevant HRD efforts necessary for improving production and service delivery in the company. A needs analysis assists the organization in understanding better different areas that require immediate development and create an appropriate development plan to mitigate the current primary issues (Torraco & Lundgren, 2020).
Information from the needs analysis assists the HRD in formulating new plans and procedures necessary for meeting the organizations’ strategic mission. In general, the primary role of the organizational needs analysis and strategic planning is to critically analyze and understand organizations’ different strengths and weaknesses and formulate plans which will make use of the current opportunities to accomplish the organizations’ strategic mission and goals effectively (Farrell, 2017).
Proverb 21 verse 5 states, “plan carefully, and you will have plenty; if you act too quickly, you will never have enough” (GNB). Using this verse, organizations should pay more attention to their long-term mission and goals than short-term ones. Some short-term goals might seem to present substantial value currently but will negatively impact the organizations’ overall production in the long term. Thus, organizations must create substantial long-term goals to propel their businesses and increase their competitive advantage.
Tying HRD programs to an organization’s strategic plan assist the organization in understanding the specific percentage of resources available and how available they are. This information will help human resource practitioners devise new and effective HRD programs. Information on the company’s strengths and weaknesses will justify why the company needs specific resources, increasing the resources rate of availability (Farrell, 2017). Effective development and delivery of HRD programs increase employee confidence and strengthen the relationship between employees and corporations.
Conclusion
In summary, HRD programs equip employees with current working skills and capabilities, thus increasing their competitive advantage. Training programs and benchmarking help employees understand their capabilities better and improve their productivity in the organization. Long-term strategic plans are better at propelling the organization towards achieving its strategic mission and goals than short-term strategic plans. Some short-term strategic plans might appear lucrative to the managers but will destroy the organization’s overall production of goods and services in the long run.
References
Farrell, R. (2017). The chief learning officer: A model role for integrating HR and strategic planning functions in libraries. Library Management.
The Holy Bible: Good News Version. (1994). YouVersion
Torraco, R. J., & Lundgren, H. (2020). What HRD is doing—What HRD should be doing: The case for transforming HRD. Human Resource Development Review, 19(1), 39-65.
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