Development of Human Resource in an organization

Benefits/ Advantages of Human Resource Devolopment:

  • Development of current employees reduces the company’s dependence on hiring new workers.
  • If employees are developed, the job openings are more likely to be filled internally.
  • Promotions and transfers also show employees that they have a career, not just a job.
  • The employer benefits from increased continuity in operations and from employees who feel greater commitment to the firm.
  • Increase the productivity of employees.
  • It helps in the career development of organization and employees too.

Human resource development is also an effective way to meet several challenges, includes:

1. Employee obsolescence

  • Obsolescence results when an employee no longer possesses the knowledge or abilities needed to perform successfully.Or
  • It may results from a person’s failure to adapt to new technology, new procedures, and other changes. The more rapidly the environment changes, the more likely it is that employees will become obsolete.
  • Employers are reluctant to take strong action and fire obsolete employee, particularly employees who have been with the company a long time.
  • Proactively assessing the needs of employees and giving them programs to develop new skills can avoid employee obsolescence.
  • If these programs are designed reactively, after obsolescence occurs, they are less effective and more costly.
  • When an employee reaches a career plateau, obsolescence may be more likely.
  • A career plateau occurs when an employee does well enough no to be demoted or fired but not so well that s/he is likely to be promoted.
  • Motivation to stay current may be reduced when an employee realizes that s/he is at career plateau.

2. International & Domestic Workforce Diversity:

  • Workforce diversity causes many organizations to redesign their development programs.
  • Role-playing and behavior modeling are more effective ways to train and develop employees for facing the challenges the workforce diversity.

3. Technological change:

  • Rapid changes in technology require the firms to engage in nearly continuous improvement.
  • Technological changes having profound impact on training and development, increases the need to assess the developmental requirements of current and future managers, professional and technical peoples.

4. Development, EEO and affirmative action:

  • Training and development activities must be conducted in such a way that they do not discriminate against protected classes.

5. Employee Turnover:

  • Turnover – the willingness on employees to leave one organization for another.
  • Departures are largely unpredictable, development activities must prepare employees to succeed those who leave.
  • Some employer with excellent development programs finds that training programs contribute to employee turnover. Therefore, they are reluctant to invest money in workers who may then take their new skills to a new job at a higher-paying competitor.
  • After evaluate the importance of training and development programs, the organizations realize that it is better to have some trained employee who may leave than to have an untrained workforce that says.