Evaluation of the performance of work in accordance with the established system is an essential tool for the development of human resources. In my opinion, only in completely static organizations, companies where nothing changes for years, there is no need for human resource development. Such companies also do not need an ongoing improvement process. However, companies of this kind in a free market are doomed to die out in a concise period of time. In this regard, at the present stage of economic development, human resources are considered the most effective company’s capital. Therefore, it is the reason why I choose to speak about this topic. I think that any company should invest money and creativity, and energy in this sphere of employee’s development.
Human resource development is a system of interrelated actions aimed at realizing employees’ labor potential, developing their abilities, business, and personal qualities. These aspects include personnel, advanced training, career management, professional growth, and forming a corporate culture (Dessler, 2019). The development of human resources contributes to a more efficient work activity of employees to achieve organizational goals, on the one hand, and to increase job satisfaction, the realization of career opportunities, on the other.
When running my own business, I would prefer the model of human resource management through motivation. This model is based on the study of the needs, personal goals of employees, as well as the possibility of integrating motivation with the production requirements and goals of the enterprise (Kianto & Aramburu, 2017). The personnel policy under this model focuses on the development of human resources, the strengthening of the moral and psychological climate, and the implementation of social programs.
It is crucial to improve the performance of employees in their work constantly. For American companies, this is an overall survival strategy. In many leading companies, the budget for professional training has become the most significant item of the company’s expenses and is from 2 to 10% of the salary fund (Kianto & Aramburu, 2017). These costs are the organization’s investments in the development of its employees, from which it then expects a return in the form of increased productivity, quality, motivation, i.e., an increase in the contribution of each employee to the achievement of organizational goals. The main reasons for the need for human resource management are the desire to improve the company’s performance in the market and strengthen employees’ motivation and commitment. The company is also motivated by the desire to have resources for hiring staff within the company and strengthening employees’ motivation and commitment.
Human resources development can take place in such forms as organizational development, corporate development, and professional development, the formation of a personnel reserve, the development and self-development of the employee’s personality. Organizational development is a large-scale direction that covers the company as a whole and involves strategic planning and forecasting, development of personnel policy, preparation and implementation of organizational innovations, optimization, and reengineering business processes (Kianto & Aramburu, 2017). Organizational development can be considered as the management of organizational changes.
The development of corporate identity is also one of the most critical areas of human resource development and includes the formation of organizational and corporate culture, the development of business ethics, and the implementation of corporate traditions and rituals. Professional development consists of an individual’s socialization, aimed at assigning them various professional roles, professional knowledge, and skills. It is implemented through advanced training programs within the framework of an already mastered profession or specialty. In modern conditions, additional educational programs are usually implemented in short-term seminars and business training that allow you to develop the necessary models of behavior and interaction with other people.
The development of the employee’s personality is realized through personal growth training or individual psychological counseling. People show their individual qualities in work and communication if the manager considers the individual psychological characteristics of each employee. Self-development of an employee involves self-education, training in scientific labor organization, time management, and stress management (Dessler, 2019). I believe that it is necessary to prioritize these two aspects because if the organization does not pay enough attention to employees’ self-development, the effective implementation of all other areas may be threatened.
I believe that it is necessary to educate employees, and the planning of training development should be linked to the personnel evaluation process. Besides, as a business manager, I would pay attention to whom to entrust employees to-an internal business coach or a training company. People can get new any knowledge and information from anywhere nowadays. The heads of organizations have universities and business schools, training companies, consultants, and internal trainers. However, another important source of information is the employees themselves, and this capital should not be underestimated (Kianto & Aramburu, 2017). Many companies are already adopting cross-training principles when a non-professional lecturer acts as a teacher: a colleague or a manager.
Human resources is a concept that reflects the main wealth of any organization, the prosperity of which is possible when creating conditions for the reproduction, development, use of this resource, taking into account the interests of each person. The leading indicators of the efficiency of the use of human resources are labor productivity, the number of operational employees, and the rate of change in labor productivity. The goal of human resource development is to provide the organization with well-trained human resources that meet the requirements of the organization of business processes and are able to implement the goals of the organization in accordance with its development strategy.
References
Dessler, G. (2019). Fundamentals of Human Resource Management, 5th edition. Prentice Hall.
Kianto, A., Sáenz, J., & Aramburu, N. (2017). Knowledge-based human resource management practices, intellectual capital and innovation. Journal of Business Research, 81, 11-20.