Essay: Human Resource Department Final Project

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[. . .] Business organizations that operate in a multi-cultural set up require that their HR department recruit staff in a manner that will expose it also as a multicultural organization that accommodates each and every person in the society, which is also good for their public image and relations.

There are other various functions that HR department carry out within an organization but there are those that have the greatest potential of carrying the business succefully into the 21st century and as such will be spelt out in the next section Noe, Hollenbeck, Gerhart, & Wright, 2009, 235-289),.

Human resource development

Human resource development a relatively young concept as it came after the concept of Human resource was formally recognized and applied in various companies' structure. Human resource development is one of the functions of the human resource department whose principal focus is to recruit and manage employees, manage their performance, motivate them, address safety concerns and train and develop these employees, which is also known as learning management, with the main aim of ensuring smooth progress of at work.

An organization needs to have a forecast on their present and future requirement in terms of skills and technical abilities and the level of competence it requires from its workforce to help it attain its long-term goals and objectives, this would only be achieved by an organization that has a human resource development program that would educate and train the employees for the upgrade of their skills and competence level.

Aims and objectives of human resource development in an organization

One of the principal objectives of human resource development is to develop the employee's skills and competence level, through education and training with the main aim of making them adapt to technological changes and advancements. Also making the current workforce relevant to the organization even in the future when the organization's goals and objective are likely to change or become broad in perspective.

Human resource development aims at enhancing the employee's own career growth and goal by the additional training and education he or she will get, this at the end tends to favor the employee, as his or her resume would be have a competitive advantage over those of employees who haven't received any additional training.

Human resource development has the long-term objective and aim of increasing the value of the employees to their present and future employer, as the skills and competence level they now have would be of significance to their human resource requirements (Noe, Hollenbeck, Gerhart, & Wright 2009, 235-289).

Gaining competitive advantage through adoption of learning organizations

As mentioned above human resource development involves sharpening of employees' skills through additional training and education, hence the term learning organization. The concept of learning organization has received increased attention and focus mostly from human resource managers and consultants, and this is proved correct by the number of literature that have being written dedicated to this topic (Swanson, 2001, 299-312).

According to Noe, Hollenbeck, Gerhart, & Wright (2009, 235-289), factors that have led to the increased attention and focus on this concept are the rapid growing competition in the global business environment. Human Resource Managers have begun to realize that; how they manage their human resources may by way of achieving a sustainable competitive advantage.

An approach for attaining an effective human resource that offers competitive advantage is through building a learning organization. In his book the HRD and its underlying theory, Swanson, (2001, 299-312), elaborates on the characteristics of learning organizations to include clear vision, shared mental models, teamwork and an experimenting culture as key features that can be found in such organizations.

Implied in this piece of literature is that learning organizations in the UK are highly effective and that they give organizations competitive advantage, because it has the capability of creating new Knowledge, is good at experimentation and therefore innovative and can transfer to solve problems faster. However there is very few or no empirical work other than a few in-depth case studies that attempt to link organizational learning to implied performance outcomes. Learning organizations can be viewed as firms that purposefully adopt structures and strategies to encourage learning.

This approach requires identification of what these mechanism are that organizations use to facilitate learning. That is, what organizational structures support learning? What kind of management practice and procedures are linked to being a learning organization? These practices structures and procedures can then define the learning capability of an organization that translates to competitive advantage for them Swanson, (2001, 299-312).


After an overview of the global business environment it apparent that competition is the order of the day in doing business and each organization should exploit any avenue possible to gain competitive advantage over other rivals. Apart from the other avenues possible this essay has highlighted the human resource department and how it has the capability of carrying a business organization successfully into the very competitive 21st century.

The essay has touched on various issues to do with the human resource department from there key function of recruiting and selecting the right workforce for a business organization to their strategic role in case of crisis management and lastly the human resource development function bestowed on the department.

It is with out doubt that the human resource department plays a very crucial role to the success of a business and in general the global business environment. It can also be used to give the business organization a competitive advantage and as they essay has shown by incorporating learning into the organizational structure this can be achieved, as the organization can boost of highly qualified and competent persons who can propel it to financial success in this 21st century.


Swanson, R.A. (2001), HRD and its underlying theory. Human Resource Development International, 4 (3), 299 -- 312.

Noe, Hollenbeck, Gerhart, & Wright (2009), Human… [END OF PREVIEW]

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Human Resource Department Final Project.  (2010, December 1).  Retrieved July 17, 2019, from

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"Human Resource Department Final Project."  December 1, 2010.  Accessed July 17, 2019.