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Contemporary Businesses face the challenge of making sure that their human resource team is competitive globally. Human resources refer to all the employees working in an organization. They are the intellectual assets within an organization. In the process of developing human resources, the employers are required to develop strategies aimed at improving the skills, capabilities, and the knowledge of their employees.

Developing human resources is an ongoing process and should be put into operation immediately after recruitment. This influences the performance of each employee, ensuring that there is increased productivity and efficiency within the organization. The management is mandated with the duty of creating effective human resource management strategies, which requires a comprehensive assessment of the needs of the company (Sayles & Strauss, 2007). An appropriate and effective human resource policy is necessary, to ensure that there is effective and unbiased recruitment, employee promotions and training avenues. An effective human resource policy ensures that intellectual assets are not neglected and are frequently enhanced, to increase the company productivity. (Sayles & Strauss, 2007).

The employer has the responsibility of ensuring that all employees share in the vision of the company. This guarantees that all employees are working towards the same goal. In addition, the employer is responsible for distribution of resources within the organization. The management should make sure that they allocate the necessary time and money to the process of human resource development. The management should also ensure that there is a continuous and active process of recruitment of new employees, so that there is an influx of new ideas within the organization. New employees should be competent in skills which are lacking within the organization (Pfeffer, 2007). The provision of a mentoring environment guarantees constant training among the employees of an organization. This increases the efficiency and productivity of each employee.

Employee training is integral in making sure that they are constantly being challenged and improved. The company should formulate effective training programs which should be relevant to the goals of the company. These guarantee capability building. The training programs should be employee specific; to make certain that the individual work of the employee is improved. The training programs should be evaluated over time, to make sure that they remain effective and relevant to the company. External training programs also provide an avenue for employees to attain new skills and ideas. General training programs make certain that all the workers are competent in basic business skills. These may include business negotiating skills and proper decision making skills. Motivation is a key factor in directing the performance of employees (Pfeffer, 2007). Most companies are often faced with the challenge of migration staff. Constantly revising the remuneration packages of the employees and offering promotions based on performance ascertain that the employees are motivated to perform, and also increases the retention rate (Sayles & Strauss, 2007). The issue of the health and safety of employees also directly contributes to the retention of workers.  

In conclusion, the process of developing human resources is integral to the performance of the company. Most companies ignore the development of their intellectual assets, resulting in poor individual performance and low company output. Developing human resources is an intensive process which requires a lot of money and time. The company should focus on implementing a work friendly human resource policy, to make sure that there is increased worker output, increased efficiency and lower rates of migrating staff. These foster individual and company growth.

References


Pfeffer, J. (2007). Competitive advantage through people. New York: Harvard Business School Press
Sayles, L. & Strauss, G. (2007). Managing human resources. Michigan:
University of Michigan.