human resource function.docx

1、human resource functionTopic: A close alignment of organizational strategy with the human resource development functions may enhance both individual and organizational performance.Table of contents1. Introduction 22. Theory framework of relations of HRD function and organization strategy 33. Comment

2、 on the importance of HRD function in organizational performance development 34. Comment on the importance of HRD functions on organization strategy 65. Strategic plans of combining the HRD functions and organization strategy 86. Conclusion 9Reference 101. IntroductionHuman Resource Development(HRD)

3、 is rising in the 80 s designed to improve the quality of human resources management strategy and activities. From a strategic perspective view, the function of HRD is to closely link the organizations human resources and technology, its potential structure and the management processes of the organi

4、zation so as to improve the quality of the human resource and the organization performance (Lillian, 2013). The HRD should adjust its strategies to well meet the changeable demands from internal and external environment so that the organization can better formulate the strategies to realize its fina

5、l goals. As the deep-in of economic globalization, the competitions among various organizations are becoming more and more fierce. Many organizations pay much attention on the HRD function as it can actively involve in the strategy plan of the organization. That is, the HRD function is closely conne

6、cted with organization, which plays a vital role in the development of employees and organizations.Therefore, specifically, this assay aims to comment on that a close alignment of organizational strategy with the human resource development functions may enhance both individual and organizational per

7、formance.2. Theory framework of relations of HRD function and organization strategyLearning from the individual level rises to the level of organization, the ultimate goal is to improve organizational performance. In the late 80 s, the word performance appeared in the definition of human resource de

8、velopment. Richard Swanson is considered to be the first to introduce the concept of performance in the theory of human resource development(HRD). He thinks that human resources development is a constant process through the ability of employees to improve organizational performance. The appearance o

9、f performance theory of HRD marks the organizations take the learning as the center move to take the performance as the center (Paul and Cary, 2012). In practice, however, this shift is of great significance, because although HRD provides many services for the organization and these services also ar

10、e widely welcomed, but all of these services are not based on efficient performance as the center. In order to improve the human resources development for the organizations strategic value and status in the organization and visibility, HRD must contribute to achieve organizational goals and the HRD

11、must be carried out around the key performance of the organizations (Storey, 2002) .Based on the performance theory, in this assay, it would detailed comment on that the HRD function with organizations strategies can greatly enhance the individual and organization performance.3. Comment on the impor

12、tance of HRD function in organizational performance developmentIn the modern society, the external and internal environment has become more changeable as the further development of economic globalization. The organizations should always be faced with all kinds of challenge and pressure posed by the

13、more server competitions in its industry. As American scholars Paul and Cary (2012) argue that the modern organizations should take a strategic look to well use the human resource which can form a powerful weapon in the fierce competitions. In todays world, the society has much higher requirements f

14、or the marketing personnels, the technological talents and strong management ability of organizations. Under this condition, the technological competition is very harsh, and economic risk is huge. Thus, the function of HRD is more important. The HRD function and management gradually becomes on the s

15、tatus of the organizations strategic height. As is discussed above, it is crucial for the modern organizations focus on the HRD function since the the competition in 21 centry is more of the human resource competition. Thus, whether the organization can survive and well development in the changeable

16、 world, the HRD plays an important role. Importance for the performance development of individualsBased on Adreres arguments, a successful organization should enjoy the efficient and great employees structure to achieve strategic competitiveness on human resource.For an organization development, as

17、the elements of human resources, the development of the organization is reflected in the development of employees. If the organization does not achieve HRD, the knowledge structure of an organization is easy to aging, so organizations needs to constantly update knowledge and keep learning, which sho

18、uld use the staff training and organizational internal knowledge management to realize it. Digging the potential of employees and making the organization human resources can play to the largest validity is one of the important function of HRD (Ichbiah and Knepper, 2009). Caring staff, providing trai

19、ning for the worker and making them from passive attitude to actively participate in the training to seek their own progress and the development of organization, such not only can make the worker and organization grow together, also can enhance the cohesion of the enterprise.Thus, it can see that th

20、e together development of organization and employees based on the function of HRD can greatly inspire the potential ability of staff through suitable training and development plan. At the same time, the training plan is designed based on the strategic goal can well cultivate the employees to be the

21、exactly needed talents of organizations, which in turn benefits the development of organizations. Importance for the strategic development of human resourceAccording to Nisers claim, the alignment of organization strategic goals and HRD function would form great competitiveness in the changeable mod

22、ern society. Thus, the HRD function can be vital for the strategic development of human resource. As the role of HRD is to well develop the human resource through recruitment, training and reward or performance evaluation system, thus, strategic HRD can better help the organization recruit and devel

23、op the strategic talents who are important for the survival and development of organizations (David, et.al, 2012). In the current society, HRD function and organization development strategy that are linked together can well deal with the all virous changes. HRD is based on the development of organiz

24、ations strategies, objectives and organizations internal and external environment changes so as to maximized realize the mission of organizations. And according to these tasks and requirements, the development and integration rely on the establishment of clear organization strategy. Thus, at present

25、 in many organizations, they have realized the importance of HRD, and make the HRD innovate from the traditional mode of personnel management and develop according to the needs of organizational strategy. According to the HRD function, by well set up the appointment, incentive system to discover the

26、 best talents, the strategic goals of the organization can be fully accomplished. Thus, from this perspective, it is necessary to make the organization strategy and HRD function liked together as it can greatly promote the benefits of the organizations. Necessity for the improvement of competitivene

27、ss of organizationsAs the competitive environment is continuously changing and technology as well as science are quickly developing around the world, it not only make the organization hard to grasp the strategic goals, but also make the HR department difficult to foresee the future supply and demand

28、 of human resource of organizations so as to ensure it can timely obtain the needed talents, which is necessary for the organization to make sure the goals implemented in a timely manner. In light of the features of the HRD that should be strategic to meet the changes of environment, the alignment c

29、an greatly promote the organizations to develop their competitiveness by fully using the human resource to realize the strategic objectives of the organizations. And in this process, the employees and organizations could both get huge development. Therefor, it is vital to make the HRD functions invo

30、lved in the strategic plans of organizations.As Brustsnally(2012) argues that, in the modern society, the intellectual capital as well as the intangible assets has gradually become the important role in the economic growth of the organizations. So the SHRD also gradually plays significant functions

31、in the achievement of increasing competitiveness in the industries of organizations. And better HRD function can help the organization establish the applicable and comprehensive management system of the organization strategies. In fact, it has been proved that the organizations strategy designed bas

32、ed on the features of HRD function such as strategic talents development can greatly help the organization remain strong competition of employees so a to improve the whole performance of organizations. From this point, it can see that the HRD function is crucial for the improvement of organizational

33、 competitiveness as the talents performance has been improved.4. Comment on the importance of HRD functions on organization strategy Enhance the improvement of employees self-developmentIn the first place, the close integration of the HRD functions and the organizational strategy could provide the organization p