The Practice of Hrd
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todays modern management regards human resource as the precious asset of an organization. Human Resource Departments in many organizations are required to maintain their employees skill and capability to increase their efficiency, effectiveness, and competency of their human capital. One practical way to increase an organizations human capital in order to gain competitive advantage is through carefully implemented human resource development practice such as induction, training and development.
How this important asset is treated and developed in organizations is the main concern of this section. Focusing mainly on Ethiopian organizations, this paper examines the practice of HRD. As different studies revealed that the practice in general shows that there is a lack of systematic approach towards human resource development. For instance, Syoum Wolde (2010), in his study of HRD practice in Ethiopia Kalehiwot Church, reveals that the organization has a somehow experience in inducting new employees. According is study;
“Most of the strategies used by human resource development program of Ethiopia Kalehywot Church lacked focus on enhancing human aspects of the organization. Even though they have been operating in the country for more than a decade, they have little experience on HRD practices throughout the organization. Thus, the qualities of the most important parameters like career development, training, coaching, and performance management are not found satisfactory, which is below expected standards.”
In addition, most of the organizations neither have a personnel manager to look after human affairs nor allocate budget in their annual program for human resource development. This is a manifestation of low priority assigned to human resource development in organizations. However, it is a good indication that some of the organizations have started to provide their employee training & development opportunities