Category: Career Development
Improving Organizational Performance
Some employees need a great deal of support or encouragement when using new skills or applying new knowledge. Others must relearn skills in a safe environment. HRD professionals and managers can work together to facilitate individual development thereby building strengths and managing weaknesses. Their efforts improve performance and assure that the cost of learning new skills gives the organization a return on investment (ROI).
References
The Four Basic Sections of Human Resource Development
HRD is comprised of four basic sections: personal development, professional development, performance administration or management, and organizational development. Each section will differ in significance from one organization to the next. The significance of each section within an organization may depend upon the extent of the organization’s focus to improve human resources. Personal and professional development concentrate on the growth and development of the individual, while performance administration or management and organizational development place their focus on a whole system approach to the effectiveness of the organization.
Personal Development
The Future of Human Capital Analytics
According to Joanne Bintliff-Ritchie, chief strategist at DoubleStar, Inc., HR professionals lack strong analytic and decision science skills (Roberts, 2009). Capabilities needed to be a successful human capital analyst include “quantitative analysis, psychometrics, human resource management systems and processes, and employment law” (Davenport, Harris, and Shapiro, 2010, p. 58). Unfortunately, according to a 2009 SHRM survey (Babcock, 2009), only eight percent of respondents reported that they were “well-staffed and can deliver predictive analytics to the CEO regularly.”
Roles and Responsibilities of Managers, Employees, and HRD Professionals
Human Resource Development (HRD) Professionals are responsible for encouraging employees to participate in performance management and customer satisfaction. This is accomplished by creating and implementing a system that identifies competencies, established goals, and projects the expected outcome. Establishing a problem solving procedure and setting standards for employee performance are two crucial strategies for the improvement of organizational performance.
The Current State of Human Capital Analytics Implementation
Forward momentum for the widespread use of HCA may be on the horizon. Business people are beginning to understand the importance of human capital to the bottom line. We need to move past reporting basic metrics, like costs and turnover rates, and into deeper analyses of the various HR issues that impact business results and drive strategic decision making, and this should become easier to accomplish as more businesspeople and investors begin to understand the true value of HCA and how they can use it to their advantage.