HR Employee Development & Workplace Learning Essay Example for Free

HR Employee Development Workplace erudition Essay homophile imagery development and knowledge is passing essential for the success of an organization because HRD reflects upon the objectives and goals of the pipeline which faeces be achieved through and through proper piece resource planning and management activities and also through implementing the most life-threatening human resource accomplishment theories such as behaviorism surmisal and construe theory of learning which enhances the skills and talents of the employees to a great extent. (Allan, C. Greg J. Bamber, Nils Timo.. , 2006). It is extremely important for all organizations and managers to acknowledge the fact that the highly competitive business environment of todays gentlemans gentleman mainly localizees upon the efficacious use of human resources through learning and fosterage them so that they can produce the maximum in a prone time rate. Therefore, managers should clearly show that they need t o concentrate all their efforts into obtaining the best from their human resources. Butteriss,M. , 1998). Human resource development and management has always been a topic of discussion. Companies over many decades have tried to understand the complexities of human resource management and many researchers, analyst and great managers have cut up with various theories and ideas to deal with this issue. (John B. P, 2009). To go forward with the discussion of HR development, we should first of all clearly understand what book human resources are.Appropriate human resources refer to the individuals within the organization who make a valuable section to management system goal attainment. look into into this matter has proven that production in all businesses is naturalized by effective human resource interaction and combination of human resource management and theories. (Sheehan, C. , rooster Holland, Helen De Cieri. , 2006). Research has proven that if employee management and sur gery management (appraisal) make believes side by side and so no problem can stop the organization from going towards success.For example, if through employee training and learning and training theories, the performance and bulgeput of the worker is evaluated then that knowledge regarding the workers performance can help the organization in giving bonuses and rewards to the worker for his dedication, motivation and hard work. (Bray, M. and Peter Waring. , 2006). For instance, a workers performance is check over through the performance appraisal system and it proves that the worker is very(prenominal) efficient and hardworking, then that worker can be awarded rewards and bonus for his efficiency and effectiveness. Peetz, D. , 2005) Extensive research into this matter has also proven that if organizations only focus on building and training their employees and do not focus on any program of performance check or management then these organizations will not be able to achieve effec tive results in the long run. This is because employees need to be constantly checked in order to find out whether they are working with dedication and motivation or whether their skills have become outdated or not. release employees totally on their own can lead to disastrous effects.Performance management has become extremely popular in the late years because its worth and value has been recognized by most organizations nowadays. Human resource managers now clearly understand that without appraising the performance of their workforce they can never find out how productive and effective their workforce is. Moreover, performance appraisal also allows the organization to give bonuses to their employees for good performance and to motivate them more for the future.Research shows that due to performance appraisals nowadays employees are dealt with strictly when they come late to work on a regular basis. Therefore, performance appraisal immediately makes the employees more efficient a nd effective and ends any kind of laid back behavior that they already had towards their work. (Mamman, A. and Christopher J Rees. , 2005) HR guidance and development comprises of not only employee training but it consists of a broader aspect of employee development, learning and education.Through research, it has been make that the employees who have obtained extensive training, learning and development education are the most efficient and effective ones to work in todays highly competitive business environment HR management fundamentally tries to build the skills and work tasks of the employees so that they can give maximum success and productivity to the organization for which they work. (Ghai, D. Hewitt, C. , 1994)Research proves that the accuracy and fairness of the performance appraisal of employees keeps changing every now and then because the role of HR management itself is continuously changing all over the world due to a multiple reasons. (Hicks, N. L. ,1993) Furthermor e, the recent crisis the world is facing namely, the War on Terror, has greatly affected the financial condition of the economy of the world due to which oil prices have increased, unemployment has increased, corruption has risen, privatization and consumerism has taken place and all these policies have had a very strong impact upon HRD as it changes to reduce employee stress. Freeman, C. Soete, L. , 1993).There are many theories given by a lot of renowned scholars on various issues of HR Management. Two of them are Behaviorism Theory and the opposite is the Situated Theory. These two theories play a major role in enhancing a trainers understanding of the learning process. The Theory of behaviourism is useful for the development of competencies and also for exhibiting technical skills. This is a learning theory and is most advantageous when a change in behavior of a worker is desired.This theory is really helpful for all the major organizations in the world as it plays an importan t role in judging the attitudes of the employees. Behaviourism is actually a model of training for employees. The systematic training designs, training objectives, calculating machine or electronically device based learning, and also competencies are all a major set off of behaviorist learning theory. There are few assumptions related to this learning theory which are to be given importance in order to implement it in an organization.