Importance of HRD
1.Career Development: It helps to match training and development opportunities with the employees needs. It is the source of motivation as it will help employees in realizing the goals of their life and be clear about growth in their career. Performance Improves as the employee are motivated to work and clear about their career.
2.Growth of organization: Growth of organization is associated with the development of its workforce. In changing situation HRD is viewed as the total system interrelated and interacting with other systems at work: production, finance, and marketing.
3.Development of work culture: The need of HRD is felt as it improves the efficiency of employees, checks monotony at work, better communication, development of mutual cooperation and creativity of all the members comes into limelight.
4.Growth of employees: HRD is associated with growth of employees. It helps employees to know their strengths and weaknesses and enable them to improve their performance. The management should provide adequate opportunity for the development of human resource management for the development of their talents so that their development will benefits the organizational growth.
5.Economic Development: As the human resources of a country develop, the country progresses and the benefits spread all over the country. Better skilled and well-trained human resources attract a larger foreign direct investment into the country and improve the brand image of the country internationally. HRD for an economy is dependent on the economic policy of the government and the effort by the institutions in the economy to actively participate in the development process.
6.Increase in Entrepreneurial or self employment Activity: Human resource development may occur as a result of better education, training or development of vocational skills for individuals. This activity results in an increase in entrepreneurial activity due to the creative process that is encouraged by HRD. Moreover, even in an economy faced by high levels of unemployment, vocational training can generate substantial number of entrepreneurs who look for self-employment. Thus, HRD opens more options and wider avenues of success for individuals.
7.Increase in Productivity: HRD leads to better and efficient utilization of the available resources. The same numbers of individuals are able to improve their performance through training or learning of more productive skills. This leads to an increase in productivity in the same company at the firm-wide level and to an increase in the overall value of goods produced at the country-wide level. An increase in productivity of employees generates high economic progress for the country.
8.Human Rights: A better trained and educated workforce is well aware of its rights and is better able to protect against human rights violations. Workplace environments improve and workers rights are acknowledged with HRD.
9.Profitability: At the firm-wide level, HRD leads to increased productivity and better client service. This leads to increased revenues at reduced costs for the company. Most companies today are focused on hiring a well-trained and competitive workforce in order to develop a unique selling point and enhance their profitability.
Thus, Human Resource Development is a vital area for firms because ideas for innovation, quality and continuous improvement, as well as other critically important inputs needed to compete in the modern, highly competitive business world, come from people and not from machines.
Employee Socialization:
Socialization is an ongoing process of adaption or adjustment or assimilation, that take place as individual or new employee attempt to learn the values, culture, policies and norms of the work roles and work place.
It strongly influences employees’ performance and organization stability.
The socialization can be conceptualized as a process made up to three stages namely:
1. Pre-arrival stage: The pre arrival stage explicitly recognizes that each individual enters with a set of values, attitudes, and expectations of their own.
- In case of experienced people, they come with the cultural mindset of their previous organization. It is essential to acclimatize them with the culture, values and functioning of the new organization.
- A fresher, who comes directly from the campus, only has conceptual knowledge and some of the information regarding the functioning of the organization during the classroom teaching. In practice, most of the things are completely different which may not match with the expectation of these fresher.
- In the selection process, organizations try to look for candidates who could adapt to the culture and requirements of the organization. Hence, the candidates who correctly anticipate the expectations of the employer are likely to be picked up by the organization. In this stage, the candidate tries to understand and learn about the organization from different sources to make him / her suitable for the job.
2. Encounter: confrontation between expectation and reality. At this stage, the individuals confront with the reality which may be just the reverse to their expectations about their job, their co-workers, their boss and the organization in general. If expectations prove to be more or less accurate, the encounter stage merely provides a confirmation of the perception gained earlier. In reverse situation, there is a culture shock they learn new values, philosophies and culture. If this is not done properly, then the individual may feel suffocated and incline to quit the job. The new members should work out any problems discovered during the encounter stage.
3. Metamorphosis: A new employee changes and adjusts to the job, work, group and the organization. We can say that the metamorphosis is complete when the new members have become comfortable with the organization and their job. They have internalized the norms and practices of the new organization and their work groups. The new members feel accepted by their peers as trusted and valued individuals. They are self-confident that they have the competence to complete their job successfully. They understand the system and especially their own tasks. They also understand the rules, procedures and informally accepted practices.
No comments:
Post a Comment