Discuss about the Managerial Capacity and Human Resource Management.
Human resource development is an important aspect of the human resource management. As a matter of specification, it includes training and development, performance appraisal, career planning, counselling among others. Proper development of the human resources helps the personnel to enhance the productivity (Cascio 2018). Herein lays the appropriateness of the role of HR developer, whose main functions are to develop effective training programs for the employees. Typical examples of this include recruitment and selection, coaching, career planning and creating teams.
Recruitment and selection is one of the main areas, which the Human Resource development covers. Consciousness and rationality are the crucial components, as recruitment and selection lays the foundation for the companies and organizations. Advertising the vacant position, shortlisting the desired candidates and interviewing them are some of the specific responsibilities of the HR developer (Bratton and Gold 2017). Once these tasks are done properly, the HR developer can move on to the task of preparing training and development programs for the selected candidates.
Preparing lesson plans is one of the duties of the HR developer. These plans are assistance in terms of delivering quality training to the employees for their development. In the preparation of the lesson plans, the HR developer collaborates with the board panel. This is in the form of meetings, which helps in the identification of the issues, on which the employees need to be trained. Involvement of the employees in these meetings helps the management and the board to assess their capability towards the current business issues (Brewster, Chung and Sparrow 2016). This assessment, in turn, proves beneficial in terms of bringing noticeable changes within the workplace scenario.
The HR developers are also entrusted with the responsibility to plan rewards for appraising the performance of the employees. Herein, lays the appropriateness of effective management techniques in terms of regulating the performance of the employees, so that the business activities are done in an efficient and effective manner. Rewards and recognitions are an effective means to lure the employees towards the company or organization. Rationality in planning the rewards reflects the ethical approach of the HR developer, which is an important component of their roles and responsibilities (Marchington et al. 2016).
Talent management is accounted as an important role of the HR Developer. Provision of safe and comfortable workplace to the employees acts assurance for the employees regarding the valuation of their efforts. This type of approach enhances the stability between the manager and the employees. Provision of motivation and encouragement by the managers to the employees generates an urge among the employees regarding the exposure of better output. Involvement of employees in the process of decision-making process helps the managers to gain an insight into the approach of the employees towards the business issues (Brewster et al. 2016). Organizing various cultural shows act as a platform for the employees to expose their talents before the managers. This enables the managers and the employers to assess the capability of the staffs towards the allotted duties and responsibilities.
Career planning is one of the other parameters, which the HR developers need to cater. For this, consideration of the present position is essential. Estimates need to be made regarding the position of the employees in the future years. Performance appraisals aid the HR Developers in ensuring the future placement of the candidates. Typical example of career planning includes arrangement for vocational training, communication skills and writing skills (Storey 2014).
One of the other responsibilities of HR Developer is to develop policies. This covers all of the parameters including recruitment and selection, performance appraisal, training programs and health and safety issues. In this, compliance to the standards and protocols of the legislations prove beneficial in terms of averting the illegal scandals and issues.
Maintaining records is also accounted as the major responsibility of the HR Developer. This is in terms of preparing reports on the performance of the staffs. Drafts are sent to the managers by the HR Developers for making them aware of the performance of the staffs. These drafts help the board panel to make estimates regarding the time till when the identified goals and activities would be achieved (Albrecht et al. 2015).
Human resource development is an essential component of the company or organizational business. This is because organizational resources are the agents, which helps in the efficient execution of the business activities. The first step is the recruitment and selection, which the sets the background for the business activities in the companies and organizations. Here, the role of HR Developer is to advertise the vacancies properly, so that the candidates get a platform for enhancing their skills, abilities and competencies. In this process, utilization of the social media helps the HR developers to engage with large audience at a single time (Purce 2014).
The next step is shortlisting the desirable candidates. This is in the form of tests and interviews. Here, there is transfer of knowledge from the employers to the candidates, which is the starting point of professional relationship. However, this knowledge transfer is at basic level, as the employers and managers test the awareness of the candidates regarding the services of the companies or organizations. The HR developer collaborates with the board panel for developing policies related to the field of recruitment and selection. These policies help in systematizing the activities according to their priorities. Strategies are developed for executing the tasks in an efficient and effective manner. Planning is done in terms of excavating the areas, which needs improvement for altering the workplace scenario (Jackson, Schuler and Jiang 2014). Involvement of the stakeholders and shareholders results in the effective implementation of the developed strategies.
Humans are an important component for achieving the organizational development. In the workplace, the employees are the assets towards achievement of success. These employees, if provided training, expose better performance for enhancing the professionalism. The resources, which they are provided is crucial in terms of assessing their capability towards performing the allocated duties and responsibilities. Application of effective management techniques helps in the achievement of positive outcomes. Training and development is one of forms of managing the human resources (Conway et al. 2016). Developing quality-training programs enhances the preconceived skills, expertise and knowledge of the employees.
Adopting performance appraisal systems adds value to the aspect of management. Examples can be cited of individual recognition, leaves, bonus, and promotion among others. These rewards lure the employees towards making exposing productive output. The HR developers need to consider ethics in terms of extracting labor from the employees. Herein lays the importance of the employment legislations, which helps in averting the illegal instances and issues (Guest 2017). Involving the board panel for deciding the salary of the employees proves beneficial for valuing the efforts put in by the employees towards extending support towards the services of the companies and organizations.
Drafts sent by the HR developer helps the managers to make estimates regarding the time till when the identified goals and objectives can be achieved. Setting short-term goals generates urge within the employees to expose better performance. Frequent counselling and training sessions upgrades the preconceived skills, knowledge and expertise of the employees. These sessions act as a platform for the employees to voice out their opinions regarding the issues, which they are facing while executing the allocated duties and responsibilities (Rees and Smith 2017). Taking post-training tests assists the managers to assess the capability of the employees towards making practical application of the learnt skills into the workplace operations.
Awareness about the progress of the employees helps the board to develop policies, which would systematize the business activities. Involving the employees in the process of developing policies, acts as a valuation of their specific needs, demands and requirements. Maintaining ethics is important for the managers and the HR Developers. This is in terms of gaining trust, loyalty and dependence from the employees. Here, mention can be made of the legislations in terms of protecting the individual sentiments of the employees.
Security of the resources is one of the other parameters, which helps the organization to achieve growth and development. Protecting the systems is crucial in terms of maintaining the privacy of the organizational data (Kramar 2014). Consciousness towards this direction helps the personnel in averting the instances of cyber crimes, malfunctions and virus attacks. Emerging successful in this direction is assistance towards upgrading the standards and quality of the services. Applying innovation in business enables the personnel in the achievement of sustainable growth and development.
When a child is born, it is without any idea, concept or thought. Slowly and gradually, it observes the surroundings for gaining knowledge. Herein, the classical conditioning theory can be brought. This is because of the stimulus, which generates an urge within the individuals to imitate the actions, which the others are performing. Based on these aspects, the humans can be placed into a group, where everyone possesses the common goal of achieving success (Bolman and Deal 2017). This aspect of learning can be perceived from the perspective of a workplace. In a workplace, the employees are provided with training programs for enhancing their learning process. The managers and the employers take the initiative of upgrading the preconceived skills, expertise and knowledge of the employees.
The managers indulge in collaboration with the board panel for deciding about the post training tests. These tests are effective means for deciding the capability of the employees towards fulfilling the allocated duties and responsibilities. Scoring the performance acts assistance both for the employers to assess the position of the employees. Along with this, scores also help the employees to evaluate their position in terms of the targeted goals (Shields et al. 2015).
The scoring system can be understood with the help of formative and summative assessment. These are efficient in terms of examining the learning progress of the students, however, it can be applied to the learning of the employees in the workplace. Formative assessment is the act of monitoring the progress of the employees and providing feedbacks to the employers. The aim here is to enhance the preconceived skills, expertise and knowledge of the employees. On the other hand, summative assessment is the final evaluation of the performance exposed by the employees at the end of a financial year. The scores are used for estimating the time when the company or organization can reach the benchmark (Melton and Meier 2017).
Countering the aspects, summative assessment is fruitful for the company or organizations. This is in terms of keeping continuous track of the performance exposed by the employees. If frequency is maintained in this assessment, then the employers are able to make estimates regarding the time till when the targeted objectives and goals can be achieved. This frequency is necessary in terms of upgrading the standards of the learning process in terms of employees. Adoption modern software is assistance in terms of effective execution of this assessment. Typical examples in this direction can be Synergita, Impraise and Engagedly among others.
Delving deep into the aspect, evaluation during the learning process is far better as compared to the evaluation of the performance after the completion of the course. Monitoring during the learning process helps in assigning grades, which determines the position of the employees within the workplace (Bolman and Deal 2017). Summation of the employees’ progress acts as an overall evaluation for the employee performance, which enhances the awareness of the employers regarding the capability of the employees. Moreover, summative assessment is an overall evaluation for the factors contributing towards the enhancement of the learning for the employees.
Formative assessment considers evaluation as a process, which aligns with the business process. This evaluation is vital for altering the workplace scenario. In contrast to this, summative assessment considers evaluation as a product, which is a deviation from the traditional business processes. Formative assessment includes the evaluation of all the business aspects, including the human resource management (Rees and Smith 2017). The main aim of this evaluation is to examine the approach of the employees towards making effective and judicious utilization of the organizational resources.
References
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management. Routledge.
Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016. International human resource management. Kogan Page Publishers.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Conway, E., Fu, N., Monks, K., Alfes, K. and Bailey, C., 2016. Demands or resources? The relationship between HR practices, employee engagement, and emotional exhaustion within a hybrid model of employment relations. Human Resource Management, 55(5), pp.901-917.
Guest, D.E., 2017. Human resource management and employee well?being: towards a new analytic framework. Human Resource Management Journal, 27(1), pp.22-38.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), pp.1-56.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource management the next approach?. The International Journal of Human Resource Management, 25(8), pp.1069-1089.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource management at work. Kogan Page Publishers.
Melton, E.K. and Meier, K.J., 2017. For the want of a nail: The interaction of managerial capacity and human resource management on organizational performance. Public Administration Review, 77(1), pp.118-130.
Purce, J., 2014. The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.
Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international perspective. Sage.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O’Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals). Routledge.
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