moral implications of HR in business
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Answer:
Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, tuition assistance, and organization development. ..
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Implication of HR Development for Organisations
Human Resource Development is a framework for helping employees to develop their personal and organizational skills, knowledge, and abilities. Lets read on to understand more about it ..
Implication of HR Development for Organisations
HRD concept was first introduced by Leonard Nadler in 1969 in a conference in the US. He defined HRD as those learning experiences which are organized, for a specific time, and designed to bring about the possibility of behavioral change. Human Resource Development (HRD) is a framework for helping employees to develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, tuition assistance, and organization development. Human Resource Development can be formal such as in classroom training, a college course, or an organizational planned change effort. Or, Human Resource Development can be informal as in employee coaching by a manager. Healthy organizations believe in Human Resource Development and cover all of these bases.
If one employee explains specific processes or functions to another and helps to develop the knowledge of the second employee, human resource development is occurring. Similarly to how a company would upgrade their technical resources, such as computer software or hardware to make their computers operate more effectively, human resource development improves the 'human resources's the employees--so that they can be more effective in their roles. The function of human resource development is to improve performance and ability. While employees are often expected to know a certain amount about their jobs or have a specific degree or level of education upon hire, much of what an employee learns about their job is developed over the course of doing the job. This development includes specific organizational knowledge or job-specific duties. The areas in which HR maintains control can enhance employees’ perception of HR throughout the workforce when they believe HR considers employees to be its internal customers and renders services with that in mind
Regardless of the form the development takes, it functions as a means to improve the overall performance and ability of employees in the jobs they are doing and in future positions. Human resource development can function to improve the performance or individual abilities in an area in which an employee is weak (such as management skills or accounting practices). It can also function to teach an employee about an area in which the employee has had no prior experience, such as when transitioning from one role into a different role (i.e., cross-training). HR development may also function to help an organization conform to government regulations or guidelines by training employees on relevant laws or regulations for which they are responsible. It may also take the form of professional development by educating in specific areas or fields. The Professional in Human Resources certification, Project Management Professional certification, and Six Sigma Black Belt are examples of courses and certifications designed to train and develop professionals in these specific fields.
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