Human resource development

1. When a performance appraisal indicates performance improvement is needed.
2. To benchmark the status of improvement so far in a performance improvement effort.
3. As part of an overall professional development program.
4. As part of succession planning to help an employee be eligible for a planned change in role in the organization.
5. To "pilot", or test, the operation of a new performance management system
6. To train about a specific topic.

Managers can apply these developments in a group of subjects. For instance:

• Communications:  Because of the variousness of today's workforce which led to a wide variety of languages and customs.
• Customer service:  Employees have to understand and meet the demands of customers in order to compete and enlarge the market share of their company.
• Safety: Safety training is critical where working with heavy equipment, chemicals, and repetitive activities. This is will let the employee feel more secure while doing his job.
• Human relations: The increased stresses of today's workplace can include misunderstandings and conflict. Training can help employees to avoid these situations.
•  Computer skills: Computer skills are becoming a necessity for conducting administrative and office tasks.

General Benefits from Employee Training and Development

There are numerous benefits from employee training:

1. Increased job satisfaction and morale among employees

2. Increased employee motivation

3. Increased efficiencies in processes, resulting in financial gain

4. Increased capacity to adopt new technologies and methods

5. Increased innovation in strategies and products

6. Reduced employee turnover

7. Enhanced company image, e.g., conducting ethics training (not a good reason for ethics training!)

8. Risk management, e.g., training about sexual harassment, diversity training

Human resource development strategies:

        Managers can achieve the HRD by implementing a number of strategies according to the corporate philosophy, or culture. “ An organization’s culture should be reflected in all its personnel strategies that affect the development of people” (Rosemary Harrison 1988). These are:

1. organization planning : it should identify the roles, responsibilities,  tasks, the way of working within the company and the extent to their autonomy.
2. Manpower planning : which should determines the policy of employing and firing people in the company.
3. Recruitment and selection : in order to identify how to select creative and distinctive employees and give them better opportunities.
4. Leadership and teamwork :  to see if obstacles could be either solved or became grave within all levels.
5. Appraisal : evaluating the development.
6. Material incentive system : to help employees to develop their skills.
7. Measures to protect people : for example protecting employees health by offering a health insurance. Another example is protecting them against discrimination.
8. termination policies and procedures : in order if someone of the employees wanted to leave the company, a positive procedures should take a place, instead of negative or hard procedures.