Human Resources Development and Its Manager

Human Resources Development and its Manager

Brittany Wimberly

June 4, 2017

Human Resources Development

It has been said that Human Resources Development (HRD) is the foundation of a company. Without HRD, many believe that companies will not be able “to face the challenges presented a fast-paced, highly dynamic and increasing global economy” (Werner and DeSimone, p. 4, 2012). “Human Resource Development can be defined as a systematic and planned activities designed by an organization to provide its members with the opportunities to learn necessary skills to meet current and future job demands ” (Werner and DeSimone p.4, 2012). The main goal for HRD in any company is to elevate their employees’ knowledge, skills, and satisfaction for the sole benefit of the company (Werner and DeSimone, p.4, 2012).  HRD is considered vital to the success of any company because it ensures a healthier culture within the organization and gives the organization a strong workforce they can depend on (L. Rivera, personal communication, June 1, 2017).  However, the HRD in a company will not be successful without great HRD professionals running the programs.  

The Importance of HRD Professionals

  HRD professionals are individuals that act as organizational change agents that are helping in designing and implementing change strategies to transform their organization’s performance (Singh, 2011). The team of HRD professionals in every company should work toward identifying the needs of the employees and design and develop learning programs to meet their needs (Heathfield, 2016).  These learning programs could include employee training, employee career development, mentoring, coaching, and so much more (Heathfield, 2016). The are many different  positions in HRD such as  Skills Training Administrator, HRD program developer, Career Development Counselor, HRD Research and Evaluation Specialist or Safety Specialist. The most important position is HRD would be the HRD Manager because they are responsible for making sure their organization has the right employees to help them thrive.

HRD Manager Responsibilities

A HRD Manager has the primary responsibility of running the HRD activities for their organizations (Werner and DeSimone, p.17, 2012). As a HRD Manager their duties include managing recruiting, departmental planning, team member coaching and development, and HR budgeting (L. Rivera, personal communication, June 1, 2017).  As the manager of Human Resources they also have to conduct employee training and ensure the safety of employees (S. Snavely, personal communication, June 1, 2017).

The HRD manager must also “integrate their programs with the goals and strategies of their organization” (Werner and DeSimone, p 17, 2012). Most HRD Managers helps their organization move towards their goals by making sure there is low employee turnover, hiring quality workers, and ensuring that the company is always in compliance with any regulations (L. Rivera, personal communication, June 1, 2017).  One HRD manager for a luxury boat manufacturing company stated that it is essential that these managers to provide great customer service to employees to create an efficient work environment and place where they can look forward to coming to everyday(S. Snavely, personal communication, June 1, 2017). Furthermore, Human Resources Manager create programs to help build up their employees. The HRD Managers of Regal Marine industries offer opportunities like cross training leadership and development classes for any employee who wishes to grow in the company (S. Snavely. Personal communication, June 1, 2017).

Challenges to HRD Managers

Working in Human Resources Development, managers can come across many challenges. One man challenge that all HRD managers may face is competing in a global economy (Werner and DeSimone, p.22-23, 2012).  The global economy is a challenge because it is constantly growing and companies must make sure they hire employees that have the knowledge and skills set to compete in a sophisticated market (Werner and DeSimone, p.23, 2012). There could be more depending on the field that the manager works in. For two HRD in the boat manufacturing field they considered communication, personality and culture differences, and being a liaison between employees and managers as their biggest challenges.

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