Essay on Training and Development and Performance Management

Introduction In order to define Human Resource Strategy, one must first understand the concepts behind an organisation’s business strategy and its HRM practices. Various definitions of ‘strategy’ exist, almost all of which boil down to the simple fact that it is the general direction of an organization, which it must strive to go in the long term. The responsibility of adhering to the business strategy falls on the managers, who must use the resources at hand, keeping in context with the business environment their particular organisation is in, in order to achieve the goals laid down in the strategy by the stakeholders. Using the above-established definition of strategy and applying it to the context of Human Resource Management, one†¦show more content†¦Development Human Resource Development (HRD), as opposed to training, is concerned with the development of individual employees on a personal level. This provides the workers with the appropriate skills which will in the long term assist them in performing their job in a better way, not just individually but also when teamed up with their colleagues. In a dynamic business environment, a proper HDR strategy also ensures that employees’ skill sets are constantly up to date with what the business strategy requires them to achieve. When the HDR strategy is designed in such a way that it conforms to the business strategy, this personal development imparted to the employees together with their skill sets ultimately result in a better organizational performance which helps the firm achieve its long term goals. When developing an HRD strategy, business goals, important as they may be, are not the only aspect that must be considered. The potential and aspirations of employees have to be taken into account. Strategic HRD policies are thus not as broad as other HRM policies, but rather more individual. Rather than dealing with personnel development as a whole, they have to do more with the personal development of individuals and their respective personalities. When effort is made to develop personalities, the employees concerned become more competent, thus increasing theirShow MoreRelatedInternational Performance Management And Training And Development1958 Words   |  8 PagesOver the years, human resource management has attracted a vast amount of interest over different disciplines due to the effect and contribution it had on the fundamental issues within the organisation (Singh, Darwish, Coster Anderson 2012). Arthur states, HRM practices essentially contribute to the organisations compet itive advantage and the achievement of organisational performance (Arthur 1997, cited in Singh, Darwish, Coster Anderson 2012). 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