Describe how HRD is linked to the overall goals and strategies of an organization; identify the major external and internal factors that influence employee behavior.
Human resource development can be a stand-alone function, or it can be one of the primary functions within an HRM department. How is training conducted in your organization? Briefly discuss these topics with your fellow classmates and formulate ways that training and HRD can be improved in your department or organization.
For catering to the need of strategically aligning the managerial practices of the organization into the strategic management process of a firm, the most effective way is to incorporate the Human Resource Development policy along with the organizational strategy. It can be made to execute and achieve the organizational goals and objectives successfully. The analysis of the external and internal environment helps in finding that strategic approach which can help the formulation of HRD policies parallel with the business strategy and goals (Sthapit, 2010). There are some environmental influences both external and internal which can affect employee behavior. These factors related to the external environment include the state of the economy, governmental laws, activities of competitors and peer companies, regulatory agencies, and technological issues. The internal environment also constitutes some factors which can influence employee behavior. These include outcomes of personal or other employee’s behavior, supervision, coworkers, organization culture, reward structure, norms, group dynamics, performance expectations, and leadership types (Werner & DeSimone, 2011).
Human resource development is considered as one of the many functions of the HRM department at our organization. The training programs developed and provided to the employees do not have a very developed system. The company provides training which is advertised to the company HR department, and it arranges it for the employees after approval from the upper management. Or else, individually, each employee, as per one’s need can register for any training program and get the reimbursement from the HRM department. However, it does not seem to be an effective process for HR development. It would be better if the HR department can first assess the needs of the training by getting feedback from the employees. After assessing the needs, the necessary programs needed to be delivered can be arranged in-house or out-station. The budget should be approved for the program. And as per the availability of the employees and management, the programs should be delivered. A feedback mechanism for improving the training process should also be established in order to make it more effective.
References
Sthapit, A. (2010). Integrating HRD with Organization Strategy as a Precursor to strategic management: a review. Administration and Management Review, 22 (1), 1-27.
Werner, J. M., & DeSimone, R. L. (2011). Human Resource Development. Cengage Learning.
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