*ASSIGNMENT/ASSESSMENT COVER SHEET*

Student Name: Asad Abbas

FIRST NAME FAMILY / LAST NAME

Registration Number: BSCS-021R18-38

Course Code Course Title

Human Resource Management

Department (Computer Science / Information Technology)

Computer Science

Class & semester: BSCS-5th

Assessment Item Title: Assignment no# 2 Due Date/Time: 24oct,2020

Lecturer/Tutor Name:
Sir Abdullah Shah

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Signature: Asad Abbas Submission Date: 24oct,2020

 Human Resource Management
Topic:[Human Resource Development]

 What Is Human Resource Development?

The term human resource development was first coined in 1969, referring to the training,
education, and development of the workforce. It aimed to bridge the gap between school-level
education and workplace requirements.
Depending on the median educational qualification available in your region, and the day-to-day
requirements of work, the definition of human resource development can vary widely.
For example, a plan to amplify people’s potential for a startup in Silicon Valley will look very
different from a human resource development program designed for a large factory in China.
In the early days, HRD would involve rigorous hands-on training focused on the acquisition of hard
skills. Today, the picture is different.
The skills profile of top-tier talent is highly layered, comprising a mix of hard and soft skills. HR
must pay equal attention to these areas of human resource development to bring out an
employee’s full potential.
In addition, strategies to improve culture and build a work environment conducive to up-skilling
and self-development also come under HRD. A data-driven mindset might also prove useful,
allowing HR to measure learning performance and dynamically update performance benchmarks.
For these reasons, we recommend an agile approach when defining human resource
development for your company, keeping in mind your organization’s unique needs and its potential
to grow.

 Key Functions of Human Resource Development

There are five formal human resource development functions in an HR department:

1. Strategic talent sourcing and acquisition

The first step to enhancing your human capital is to spot and onboard the right talent. The best
candidates may not always have the most experience or the highest number of qualifications.
However, they can be good culture adds to your organization.
A careful mix of soft skills, personality, and potential will determine talent sourcing, and in turn, the
effectiveness of human resource development.
Right from the onboarding stage, HR begins to equip the employee with the knowledge required to
succeed during the employee’s tenure in the organization.

2. Education-oriented employee benefits

A benefits package focused on human resource development will include sponsorships for adult
education, assistance for tuition fees, flexible hours for those continuing their learning outside of
college, and so on.
For example, the Starbucks College Achievement Plan provides U.S. employees with tuition
coverage for specific universities and degrees. DHL offers a similar benefit in the form of tuition
reimbursement for employees applying for online college degrees.
3. Performance measurement and management

Performance management is at the heart of human resource development. Employees may not
always be able to take time out for learning sessions and online courses, which is where a
strength-focused performance management model kicks in.
Managers regularly review employee performance and share inspiring/coaching feedback.
Employees then focus on improving performance, incrementally improving their capabilities. Such
a structure requires agility to prove useful.

4. Formal learning and development programs

To complement managers’ efforts, you can offer learning and development sessions to close
specific skills gaps. This must factor in company needs on the one hand and the employee’s
personal ambitions on the other.
Let’s say an employee with leadership potential is interested in the marketing domain. You can
assign a learning track that develops both these skill sets and gradually helps the employee
transition into the marketing department where they can learn the ropes before taking on that
leadership role.

5. Internal mobility and succession planning

An effective human resource development program will ensure that every employee finds the best-
fit job within the organization, in sync with their desires and capabilities.
Internal mobility supports lateral transitions, while a succession plan focuses on developing future
leaders. Once again, internal mobility and succession planning must be supported by hard and
soft skills training, respectively.
Interestingly, HRD also takes place informally. Unstructured interactions such as informal
mentorships and on-the-job collaboration can go a long way in strengthening employee
capabilities. However, having a structured, measurable program in place is essential to the
success of a human resource development program.

 Some Best Practices for Human Resource Training and Development

There are several ways to make sure that your human resource training and development strategy
hits the mark.

1. Assign human resource development owners

The best strategies can fall flat if there is no ownership for execution. That’s why companies must
set specific key performance indicators (KPIs) for training, development, and performance, with
process owners who are tasked with improving these metrics. These individuals may be L&D
practitioners in the organization, team leaders, line managers, and the like.

2. Contain attrition among trained workers by focusing on engagement

Human resource training and development involves significant investment per employee, which
becomes redundant when a highly trained resource leaves the organization. This is where
focusing on ancillary HR functions such as employee engagement, recognition, and culture-
building can help prevent employee attrition.

3. Use rewards and recognition to incentivize learning

Recognition is closely linked with employee retention and therefore helps to contain attrition in
your workforce. Rewards for course completion and superior performance can also motivate
employees further.

4. Coordinate pan-organizational development

Training and development tracks in different departments/business units should not be planned
independently of each other. A centralized approach that keeps in mind the progress each
department is making can enable the HRD program to meet the company’s shared vision and
purpose.

5. Link career progression to development

Career progression shouldn’t entirely depend on the length of an employee’s tenure. After training
and development sessions, if an employee is seen to be an exceptional performer, you can
develop a personalized career progression track for them.

 Software Tools to Support Your Human Resource Development Program

The HR technology landscape is continuously growing, including learning and development tech.
Several of these tools can prove useful to develop a company’s employee potential. So, consider
the following platforms when outlining your HRD strategy for 2020:

1. A job shadow enablement software like Grandshake

Nearly 70% of all learning happens via on-the-job experiences. That’s why job shadowing and
apprenticeship have traditionally been integral to human resource development.
Now, platforms like Grandshake are taking it one step further.
You can connect with local schools and educational organizations, you can engage with the
“shadowee” and screen applications through video resumes, and you can improve performance
through the in-platform feedback loop.

2. A workforce analytics platform like Cognisess

Workforce analytics can reveal valuable insights into your human resource potential, future
possibilities, and next-best actions to boost performance. Analytics is now critical for human
resource development programs, which is why solutions like Cognisess have rapidly gained
traction.
Cognisess Pro is a predictive people analytics platform that has 50+ assessments to measure
120+ performance attributes. It uses AI to bypass the risk of bias/subjectivity, maximizing the value
of your people assets.
3. A career pathing and internal mobility tool like Paddle

In a large workforce, hidden employee potential can go unnoticed. Your human resource
development program should be able to tap into such capabilities to optimize resource utilization in
your company. A tool like Paddle can match employees with the right role, improving overall
productivity.
Paddle is an AI-powered tool for career pathing and internal mobility streamlining. It has a
repository of learning materials to support transitions. The tool’s AI can analyze employee skill
sets and career histories to recommend the most suitable career path.

4. A multi-device e-learning authoring solution like Gomo

Your e-learning platform must combine multi-device delivery for convenient, personalized learning
experiences with advanced analytics on employee progress. Gomo has two modules: Authoring
for e-learning content generation and Delivery & Analytics to track consumption on multiple
devices.