Recent Trends in Human Resource Development for Individuals and Institution

Recent trends in human development have imposed the process of continuous professional
development of employees with standards and conditions to be followed, which is a prerequisite
for the employee to continue his job. When talking about Japan as a model for countries that pay
attention to development and look at the achievements of this country is the biggest evidence of
the contribution of human resources development to economic growth and to comprehensive
development.

The process of professional development of human resources carried out in two different ways:

·       Compulsory human resources development: This type of development is supervised by the

organization and meets the needs of the job in which it operates. This development is either
through the courses and training programs prepared by the institution according to the needs of
its employees to provide them with the knowledge and skills necessary to perform their jobs in
an optimal manner or through the mobility of the career where the individual ranks in jobs that
differ in terms and conditions and requirements and at each stage of these stages the employee
acquires new knowledge and skills.

·       Voluntary human resources development: in which employees develop themselves through

self-knowledge, self-development and development for themselves. This motivation stems from
the employee's desire for excellence and creativity

Recently, new human resource development strategies have emerged such as:

·       Increasing and empowering staff freedom: Employees are encouraged to take personal
responsibility for developing the way they perform their work by exercising decision-making on
their day-to-day affairs. And to give employees freedom and empowerment of many benefits,
including: Improve the psychological situation of employees, which reflected positively on the
success of employees in their work and performance of their duties.

·       Proper handling of problems: None of the problems that may disturb the managers and
employees alike, and many mistakes are done when dealing with problems such as tendency to
deny the problem or to enlarge or reduce, and some tend to escape from facing the problem, or
some may imitate Others solve problems, or develop random solutions without studying and
diagnosing the problem. Problems are not the end of the institution and not the end of the career
of the employee, but we have to bear in mind that in every problem of opportunity and it depends
on the angle we look at the problem

·       Providing employees with various services and benefits: Development and economics
scientists stress that services and benefits offered to employees are not a consumption process
but rather a long-term productivity process. Studies have shown that providing benefits to
employees has the benefits of attracting employees to work and increasing their loyalty to the
organization. Encourages creativity and innovation, and Twain feels at the staff that the
administration cares about them and works at their comfort. The benefits offered by the
Foundation vary for employees such as loans, paid leave, social insurance and so on.
·       Providing employees with preventive behaviors to deal with everything they face: Many
organizations adopt behavioral thinking in many aspects: Prevention of problems is behavior that
can be learned, and behaviors and prevention are a set of habits that one can learn and get used to
through situations Which passes by. There are many preventive behaviors that an employee
learns such as: effective time management, effective communication and communication, logical
and critical thinking, avoiding risks to the employee