Human resource management is concerned with recruiting, motivating, and maintaining employees in an organization. HRM deals with the works related to employees like training, hiring, development, management, communication, compensation, administration, and motivation. The major purpose of HRM is to ensure that the employees are satisfied and help an organization achieve its goals. It makes sure that the employees are giving their maximum to the organization. There are various functions of HRM like planning, staffing, etc. Development is one of the functions of HRM. The development function of HRM refers to the employees’ education, training, and development. The aim of this function is to fill the gap between academic education and organizational requirements and needs.Â
The development function of the HRM varies from region to region depending on the quality of the education available in the region and the needs of the work at the organization. For example, the development function of HRM for enhancing workforce potential in some developing countries will be different from the one in the UK. In the past, the development function was focused on getting hard skills. At present, the development needs and requirements are vast and different. The skill profile of an ideal employee presents both soft and hard skills these days.
HRM has to pay attention both to the hard and soft skills of the employees to get maximum productivity from employees. Strategies to build and improve culture and workplace environment also lie under the development function of HRM. This article by The Academic Papers UK will discuss the development function of human resource management that every fresh business graduate must know. Every fresh business graduate must understand these components. The development function of HRM has some essential components, which are as follow:
Table of Contents
Strategic Talent Sourcing and Acquisition
Recruiting or hiring is one of the basic development functions of HRM. It is the aim of the development to enhance the human capital of your organization. To do so, you have to spot and recruit the right talent into your organization. The best candidate may not be the one who has experience or have the highest education. But they can be a good cultural addition to your organization. The talent and skills of the employees matter a lot for achieving the goal of the organization. A good recruiter tests the hard and soft skills of the candidates before recruiting them. A mix of personality, soft skills, hard skills, and potential define talent sourcing. It also reflects to what extent human resource management is effective. HRM starts to work for the development of the employees at the onboarding stage. It provides the knowledge for employees they need to succeed during their stay in a particular organization.
Education-Oriented Employee Benefits
The development function of HRM also includes benefits related to education. A benefits package focused on development function has sponsorship for tuition fee assistant, adult education, and flexible working hours for employees who are pursuing learning for their development outside the organization. There are numerous organizations that sponsor the education of their employees for their development. They provide tuition fee coverages from different universities and colleges. Employees can also apply for online college degrees, which are sponsored by the organization for employee development.
Performance Measurement and Management
Performance measurement and management are major development functions of HRM. Employees may not be able to be left with time for training sessions, additional education, and online courses. It is where a performance management model based on strength plays an important role. Managers review the performance of the employees regularly and share feedback with them. If employees do not know what to do, they can also recommend improvements they should make in their routine work. Employees then put their focus on improving their performance and capabilities.
Formal Learning and Development Programs
The development function of HRM also involves formal learnings and development programs. The HRM offers learning and development sessions to fill the gaps between the employee skills and job requirements. Formal learning and development programs need support from the organization and the personal ambition of the employees. For example, if an employee has good leadership skills and you want him or he wants to work in a marketing domain. You can provide them with a learning track that will develop needed skills. It will gradually help him in his transition into the marketing domain, where he can learn the basics before working on some leading roles. HRM structures different formal learning and development programs for the development of employees to achieve the goals of an organization.
Internal Mobility and Succession Planning
The development function of HRM facilitates internal mobility and succession planning. An effective development function ensures that each employee has the job which best suits him within the company. The development function of HRM makes it mandatory that the work of each employee is in sync with their abilities and desires. A successive plan has its major focus on the development of future leaders. An internal mobility aid in the lateral transition. Succession planning and internal mobility get aid from hard skills, soft skills, and training. Development function in HRM takes place informally. Interactions that are not structured like the job collaborations and informal mentorship go a long way to give strength to the capabilities of the employees. Structure and measurable in place programs are necessary for the success of the development function of HRM. Internal mobility and succession are important for the effective working of the development function of HRM.
A major focus on the development function of human resource management is necessary for the present altering environment of business. At the present age, organizations must hire, retain and develop a workforce with top skills and talents. In the article on the development function of the human resource, I presented you the major component of the development function. You can get a lot of guidance from the above-mentioned components of the development function. These components present necessary information that fresh business graduates should know.
