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Essay / Research Paper Abstract
This 5 page paper discusses the current and future role of HRD. Human resource development has become a complex field and is becoming more so with each year. Some experts say that HRD will fade away because of technological advances; others say HRD will change but it is here to stay. These opinions are discussed. Bibliography lists 7 sources.
Page Count:
5 pages (~225 words per page)
File: MM12_PGhrd.rtf
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Unformatted sample text from the term paper:
spread with its objectives also growing to the point that it is difficult to say what does not belong within the field of human resource development or in the human
resource department in any organization. There is a direct correlation between society and work environments; society has become increasingly more complex and as this evolves work environments become more complex.
This results in organizational human resource departments becoming more responsible for more and more tasks and projects that can lead the company to success. Human resources was once a personnel
department that was involved in taking the applications, testing applicants, keeping personnel files, and sometimes acting as mediary between an employee and his or her manager. Today, the human resources
department is the core of training and development for the company in addition to all the other tasks associated with personnel records and management. The HRD function is often
separated into four different perspectives: support, service, consulting, and leadership. HR generalists are usually involved primarily in providing services and support for their customers. The problem has become that more
and more responsibilities are placed on the HRD expert. Managers, for instance, prefer to have human resource staff solve people-related problems as well as to perform any number of the
routine tasks as they are able to shuffle off onto the department. That may mean talking with employees, helping with dismissals, doing the recruiting and selecting, devising appraisal programs, developing
and implementing training programs, developing full ongoing learning programs, investigating and deciding on health and other benefits, budgeting, and a host of other tasks. Besides these tasks, they should be
available for leadership purposes and for consulting with employees and managers. Their time has become so tightly structured that they are not able to do everything. This is the reason
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