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Strategic Human Resource Development Case Study

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The general purpose of human resource development is to help employees update their knowledge and improve their technology, which could benefit both organisations and employees. Training and development in the perspective of strategic human resource management is concerned with whether the training effectiveness has achieved its strategic objective. In an increasingly competitive environment, training should be guided by clear goals or solutions to current problems. Effective strategic human resource development is conducive to the implementation of organisation’s competitive strategy, and thus to promote the formation and intensification of competitive advantages.
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Among these, strategic human resource development has been widely applied. Strategic human resource development refers to a range of systematic and planned programs provided by the company, promoting competence improvement and behaviour change to better achieve organisational strategic objectives. It promotes organisational performance through human capital investment, including education, training, ability development, counselling and etc. (Werner, & DeSimone, 2012). The characteristics of strategic human resource development are strategic congruence, goal orientation, benefit oriented, systematic and dynamic. Additionally, Human resource development has an important influence on organisational performance. Among the factors that affect productivity, the importance of training and development is greater than performance evaluation and feedback (Dessler, …show more content…

Needs analysis refers to the identification of the gap between expectations and the current status, such as identifying the knowledge and skills needed for the job, and then comparing these requirements with the employee's current knowledge and skill levels. The design stage is to determine the measures and content of human resource development program according to the identified needs. The design of the development plan needs to refer to various data through evidence-based approach. Different development methods are suitable for solving different demands. Also, the budget for the human resources development project needs to be determined at this stage. The third step is to implement the established development plan (Werner, & DeSimone, 2012). The effectiveness evaluation of human resources development projects is a very important part. A survey found that the most difficult problem faced by HRD practitioners is to determine the direct relationship between learning and organisational performance. Dessler (2014) consider that a common methodology is to evaluate the feedback, knowledge promotion, behaviour change, and performance change among

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