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,
Developing Human Resources strategy: Developing HR strategy can identify potential threats and opportunities in the quantity and quality of human resources required by the organization by gaining deep knowledge and understanding of the organizational mission and vision. Performance management: it is meant to help the organization to train, motivate and reward workers. It is also meant to ensure that the organizational goals are met with efficiency. The process not only includes the employees but also be for a department, product, and service or customer process, all toward adding value to the organization. Organizational Design and Structure: Organizational design is the shape, size and structure of the organization required to meet customer
In today’s era, every business requires human resource for the efficient working of the company. Human Resource is a group of individuals that work together as a workforce in an organization. These individuals are usually responsible for the execution of different functions and operations carried out in a company. They are a vital part of every organization and are also considered the base of it. If any organization lacks in the management of human resource it may lead to many difficulties like employee dissatisfaction, unclear goals etc.
The advancement of technology has been the substantial initiative, which directly influenced organizations during the past few decades, making information technology an influential potency of the present global environment. This technology is now not only limited to computer knowledge; data storage, report printing and manipulating, but it is diversified to the collection of information, communication, categorization, recording, training and development, and consequently resulting in effective and intelligent decision-making. According to Greaves (2005) the impacts of technology have been transforming all the operations and process. The technological revolution has given mankind the aptitude to utilize information, to communicate it at very
Human resource development is essential to every organization. Human Resource Development (HRD) is helping an organization to improve their employee’s knowledge, skill and abilities. According to Swanson and Holton (2001), human resource development not only combines the used of training and development
Workforce are one of the most important assets of an organization as they contribute to its growth and success. The purpose of strategic human resource management is to improve business performance through people management. The organizations need to manage their human resources effectively and efficiently to achieve the desired goals and objectives. Human resources are regarded as one of the most important sources of today 's
, discussions about technology in HRD, while not devoid in the field, have not been adequately emphasized. Consequently, how organizations integrate technology into their work processes remains unclear. on the practice of HRD. Specifically, it addresses three issues. First, it identifies the challenges which technology has brought to HRD in the twenty-first century.
Human Resources are one of the most vital assets of the organization. It is the people who make other resources moving, they perform various activities in different functional areas like production, Marketing, finance, etc. The significance of human resources in as modern organization can be seen in the context of activation of non-human resources, means for developing competitive advantage, and source creative energy. 1. Activation of Non-human Resources:- Human resources handle all physical and financial resources in an organization.
Introduction Human resource management is known to essentially being the key ingredient when it comes to achieving organizational objectives. Now as we understand, organizations solely rely on the effectiveness, capability, and availability of resources, that consists of technological, financial and most importantly human resources. Human resource is considered the quintessential resource in any organizations, as it is always people who operate, monitor, repair technology, control financial resources, and even other members in an organization (Nankervis, et al., 2011). The differences or changes that have occurred in context to human resources are directly proportionate to the changes in society in relation to how people’s needs and wants have rehabilitated over time. Hence earlier financial rewards were considered as the best driving force, which correlates to the orthodox theory.
The Effect of Motivation on Employees’ Performance Motivation is a key determinant of employees’ performance and a poorly motivated force will be costly in terms of excessive staff turnover, higher expenses, negative morale and increased use of managements time (Jobber, 1994). Tyilana (2005) suggests that three motivational factors such as achievement, recognition and work itself cause job satisfaction and employees’ performance. Employees want to earn reasonable salary and payment, and employees desire their workers to feel that is what they are getting. The previous researches, it is seen that factors that affect the employees of different organizations in a negative way are- insufficient wage and job security, limited training programs, lack of new opportunities etc. Moreover, with the pace of time several other factors have been revealed those are negatively affect employee motivation and performance.