Paper Example on Changes That Human Resource Development Needs To Make

Introduction

Human resource management of an institution has a part known as Human Resource Development (HRD) is described as a chain of routines, duties discharged and organized activities carried out in a given time (Swart, Mann, Brown & Price, 2012). Human resource development targets the maximum use of abilities of a person and their cognizance to get a competent taskforce to enable the organization runs smoothly and to achieve their professional objectives and exemplary services to their clients. Below are some changes that need to be implemented in an organization I am looking forward to working with. If these transformations are effected many positive impacts to the organization and the workers will be realized with the rise in productivity, staff satisfaction and strengthening the organization as well as rapid growth, are just a few benefits.

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Changes to Be Effected for Increased Productivity

For better productivity, the workers of every organization must be effective and efficient in what they do. In order to acquire this, the following adjustments must be done accordingly: adequate training of the staff which can be realized in different ways like involving them on designed classes depending on their duties, giving work assignments, field trips and training from their supervisors. This training should be done depending on the specialization of workers to create efficiencies of among the workers thus increasing productivity.

Changes to Increase Satisfaction Among the Employees With the Quality of Their Work-Life

For proper development of an organization workers interests and improving their standards of living is crucial (Gayathiri et al 2013). Fulfillment of employees' interests can be achieved through HRD by analyzing and establishing ways to satisfy their needs. Additionally, salary increment to equal their levels of qualification and the duties they carry out is essential for their satisfaction (Gayathiri et al 2013). Mentoring, succession plans, career development of the staff, performance management and development are essential for the fulfillment of needs of the workers. Career building and development makes the workers happy since they are given lifetime fulfillment in building their careers higher for future roles besides working for the institution.

Changes to Strengthen and Develop an Organization Over Time

For the proper revival of an organization and maintenance of a sustainable lifetime, development is significant to make several adjustments that amount to given culture that is put in place (Anderson, 2016). The leadership and methods of coming up with decisions play a vital role in the realization of a revitalized organization. Correct decision making largely depends on identification of faults in the organization through the human resource development which assists in the continuous address of the weaknesses which in turn stimulates the growth of an organization. Redesigning of various processes such as the job process and other systems is required to ensure proper fitting of new workers joining the organization ensures that the traditions of the organization are upheld (Anderson, 2016). Additionally, creating strong relationships between the management and the employees help in developing transparency in the organization to ensure lifetime advancement. This integration brings the all workers closer to participate in innovative ways that bring sustainable development.

Changes to Increase Organization’s Processes and Outputs

Overall production of an organization is greatly dependent on the organization's practices carried out to certain maintained standards that are sustainable (Bratton & Gold, 2017). An organizational environment where the management relates well to the junior staff should be maintained since this interrelation is crucial for the development of an organization. Supervisor-subordinate relationships encourage multi-unit collaborations which strengthen professional wellbeing, the pride of the workers which adds up to its output. Not forgetting teamwork which is very vital in the output of an organization where the workers bury their differences and concentrate on achieving the organization's objectives.

Ways to Evaluate Success in the Improvement Efforts

Proper monitoring of changes in an organization is key for evaluating its success (Marsick & Watkins, 2003). Different approaches are utilized by the firm to apprehend the advancements realized. Questionnaires can be given to the employees with an aim of gathering divergent views and analyze them to determine whether the advancements measures used yielded. A good example is to evaluate whether most staff are contented with the transformations implemented and this way you get a clear image that the change was positive. Other methods like general observations of things and processes in the firm are also ways of assessing the level of progress noted. When the planned processes have taken a positive change after the implementation of the changes, this shows that the efforts were a success.

Conclusion

It is clear that one of the most basic units in an organization and that can impact great success is the Human Resource Development. The well-being of the workers and their efficiency needs continuous changes and proper procedures to be put in place by the human resource development which will afterward bring great improvement and development of the whole firm. Additionally, changes to increase satisfaction among the employees and the quality of their work-life is something that every organization should make a priority.

References

Anderson, D. L. (2016). Organization development: The process of leading organizational change. Sage Publications.

Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.

Gayathiri, R., Ramakrishnan, L., Babatunde, S. A., Banerjee, A., & Islam, M. Z. (2013). Quality of work life-Linkage with job satisfaction and performance. International Journal of Business and Management Invention, 2(1), 1-8.

Marsick, V. J., & Watkins, K. E. (2003). Demonstrating the value of an organization's learning culture: the dimensions of the learning organization questionnaire. Advances in developing human resources, 5(2), 132-151

Swart, J., Mann, C., Brown, S., & Price, A. (2012). Human Resource Development. Routledge.