Int’l conference on human resource development

There are many benefits that Human Resource Development (HRD) provides to every organisation.

Human Resource Development as the framework for helping employees develop their personal and organizational skills, knowledge, and abilities.

HRD is one of the most significant opportunities that employees seek when they consider you as an employer. The ability, and encouragement, to continue to develop their skills help you to retain and motivate employees.

It develops new skills, knowledge and attitude, and makes them more competent.

also increases employees’ satisfaction and motivation. When they are trained well, they will learn more, improve more and feel satisfied and fulfilled in the workplace. They will also feel appreciated and will tend to become more happy to work in the organization.

With the development of the workforce comes the growth of the organization. Another advantage can be the development of a work culture, such as improving the efficiency of employees and better communication, and the development of mutual cooperation and creativity of all the members.

It is important to take into consideration the time required to implement HRD programs, the capital investment required, and the fact that current or experienced workers sometimes resist or act negatively to change.

It is true that if HRD programs are not properly implemented and they do not function well, they will represent waste for the organization.

HRD remains important for every organization; with it resources will be efficently used and goals achieved in a better way in every organisation. Without it, organizational long term development might be hampered.

We cannot deny that for organisations with budget restrictions or/and organisational problems, it may not be possible to implement HRD programs.

Many times in my life I have seen how one individual can make a big difference, particularly when working in a great team. The quality of our people and of our teams is our most valuable resource, particularly in today’s changing world where knowledge flows round the globe with lightning speed and is easily available.

Within today’s business uncertainty and complexity, HRD resilience comes in line with the developmental strategies of organizations.

the purpose of this perspective article is to set the foundations of the term (HRD resilience) in order to initiate a dialogue around its ability to make a substantial contribution to organizational practice, and thus to be seen as a new ‘success element’ of organizational resilience.

Human resource management (HRM or HR) is the strategic approach to the effective management of people in a company or organization such that they help their business gain a competitive advantage.

HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and reward management, such as managing pay and benefit systems.

employees are trained and have continuous development.

HR is a product of the human relations movement of the early 20th Century, when researchers began documenting ways of creating business value through the strategic management of the workforce.

At the macro-level, HR is in charge of overseeing organizational leadership and culture.

Human Resource Management has four basic functions: staffing, training and development, motivation, and maintenance.

Technology has a significant impact on HR practices. Utilizing technology makes information more accessible within organizations, eliminates time doing administrative tasks, allows businesses to function globally, and cuts costs.