Introduction
Human resource is an invaluable part of any organization’s development, growth, evolution, and productivity. For an organization to function, it requires the efforts of the people in it to function accordingly and in a coordinated manner. People in any organization have their classification in the management system; this is because, they are neither not income, neither are they capital nor material assets. Rather, they are the means by which capital is acquired, resources exploited and revenues generated for the organization. Due to this intrinsic role, there is a need for competent human resources in any organization. Therefore, human resources development emerged as a concept to enable organizations to develop competence as well as tailored skills for the benefit of the organization. As organizations evolve overtime, there are drastic changes that are witnessed within the operations of the organization as well as the services and products delivered by the organization. Therefore, the need arises for a change in the human resource development strategies in the organization. For the purpose of this paper, AT&T will be analyzed for the purpose of discussing human resources development.
Human resources development
Achieving organizational goals can only be realized through the application of competent human resource. Due to the inadequacy of competent labor, organizations have resulted in developing their employees through training and skills enhancement. The development of human resources is not a one-time strategy, but a process that takes time and it’s aimed to achieve the strategic objectives of the organization. The process takes place in an organization in three ways. One; through acquiring new employees with the desired competencies or sharpening existing employee’s skills to fit the new or improved rules. Two; enhance the general capabilities of employees in the organization by assisting them to realize their potentials for the purpose of the organization and their own. Three; the development of a culture in the organization through which teamwork and collaboration within the several sub-units are emphasized for the purpose of professional development, motivation, and productivity (Daley,2012).AT&T is one of the oldest technology companies in the United States as well as the world, having been developed by a communication company; it was formed soon after the invention of the telephone. However, still being in existent today, the organization has gone through drastic changes in human resource development to compete in the 21 st century. Competency has been the focus of the development agenda of the company, and therefore it is incorporated in the human resources development.
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Improving productivity
For an organization to compete in the now, very competitive economic market, the company has to improve its productivity. Therein, the human resources development has to ensure an increase in productivity of the employees in the organization. To achieve that increase, HRD ought to improve the efficiency and effectiveness of the employees through competency. This is because, as an organization changes, various aspects of the organization change. Roles and responsibilities change and with technology changing the way that organizations run, new competencies should be sorted after. Effectiveness can only be achieved when the employees are conversant with their roles and responsibilities. Therein, competency should be pursued to ensure that the employees have the necessary skills to achieve the desired goals. Efficiency, on the other hand, can be achieved through a nexus in competency and collaboration and teamwork between departments and among employees (Knowles, Holton III, & Swanson, 2014). For instance, AT&T during its reinvention process had to sort for new competencies in skills that it needed to compete in the new market of could information and online communication.
Employee satisfaction
Satisfied employees are a recipe for improved productivity within an organization. The human resources development can achieve employee satisfaction through competency. When the organization improves the competency capabilities of its employees, the organization invests in the employees it has. Therefore the workers find pride in association with the organization, and by that virtue, employees feel they belong. The sense of belonging raises the employee satisfaction (Swart, Mann, Brown, & Price, 2012). For instance, AT&T invested in the improved education of its employees for the purpose of the newly created positions as well as the future anticipated responsibilities. Therefore, improving the competency of individuals has a proportionate increase in employee satisfaction which in turn improves the productivity of the company.
Organization revitalization and development
Competency of the human resources is an intrinsic part of ensuring that the organization grows and develops through time. For an organization to sustain its competitiveness in the market, there is aneed for the company to devise ways through which it can achieve that. Most institutions use strategies such as diversification, as well as inventing new products and services to its customers. In so doing, the organization requires new competencies in the organization to develop and roll out the new product and services. To fill these new roles, the human resources development ought to invest more in the competency of the employees to achieve set goals (Knowles, Holton III, & Swanson, 2014). For instance, AT&T when reinventing into online communication, it required competent personnel well trained in the new platforms of communication. Therefore, the human resources development resulted in in-house training and sponsorship for the education of several of its employees. The result was reinvention into the new era of online communication.
Improved organizational output
The level of skill put into an organization is vital to the productivity of the organization. Therefore, to increase the organizational production and increase its overhead, competency of the human resources should be improved. Therein, the quality of work done, effectiveness and efficiency of the organization is dependent on the level of competency held by the employees.
Improvement evaluation
For the purpose of sustained and continued productivity of the organization, the change in human resources development has to be evaluated to ensure the appropriateness of the improvement strategy. The strategy, in this case,increases in the competency of the employees. The obvious measure of competency is the productivity of the individual in the organization. Through tracking the productivity of individuals, the success of the change can be observed.
References
Daley, D. M. (2012). Strategic human resources management. Public Personnel Management , 120-125.
Knowles, M. S., Holton III, E. F., & Swanson, R. A. (2014). The adult learner: The definitive classic in adult education and human resource development . Routledge.
Swart, J., Mann, C., Brown, S., & Price, A. (2012). Human Resource Development . Routledge.
