Developing Human Resources: A Shared Responsibility

Introduction:

Human resources are the backbone of any organization. They are responsible for achieving business objectives, driving innovation, and delivering results. A skilled and motivated workforce is a key differentiator in today’s competitive business landscape. Human resources possess valuable knowledge, skills, and expertise that are essential for organizational success. They are the source of new ideas, innovation, and creativity that drive business growth and improvement. Given the fact that human resources are the face of the organization, interacting with customers, partners, and stakeholders, they provide the required cutting edge to the organisation in world. And more so when all other resources are either available, accessible & affordable.

Need to Develop Human Resources

A question might arise as to why develop them as there is a likelihood of them leaving after receiving training & development. And to this, I recall what Richard Branson had to say; Train them so much that they wish to leave but treat them so well that they won’t leave. Now let’s see why we should develop them. Firstly, developing human resources helps to enhance their skills, knowledge, and expertise, making them more productive and effective. Secondly, investing in human resource development leads to improved performance, increased efficiency, and better decision-making.

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Thirdly, developing human resources helps to address skills gaps and shortages, ensuring that the organization has the necessary talent to achieve its objectives. Fourthly, human resource development demonstrates a commitment to employee growth and well-being, leading to increased morale, engagement, and retention. Fifthly, developing human resources is essential for driving business growth, innovation, and success in today’s fast-paced and competitive business environment.

Okay all this is fine, but how to go about in this regard?

Strategies for Developing Human Resources:

• Offer regular training and development programs to enhance skills and knowledge.
• Provide mentoring and coaching opportunities to support employee growth and development.
• Implement effective performance management systems to identify areas for development and provide feedback.
• Develop succession plans to identify and develop future leaders.
• Foster a culture of employee engagement, encouraging feedback, and involving employees in decision-making processes.

Then another question arises as to whether developing Human Resources should be the responsibility of HR alone. Or is a holistic approach required involving line managers in general and top management in particular?

Developing Human Resources is indeed crucial in today’s competitive world, and it’s essential to consider who should take ownership of this responsibility. While HR plays a vital role in designing and implementing training programs, policies, and procedures, it’s unrealistic to expect HR to single-handedly develop Human Resources. Here’s why:

1. Line managers’ proximity: Line managers work closely with team members, making them better equipped to identify individual strengths, weaknesses, and development needs.
2. Business acumen: Line managers have a deeper understanding of the business, its challenges, and goals, enabling them to provide context-specific guidance and development opportunities.
3. Leadership influence: Top management’s involvement in Human Resource development sets the tone for the organization’s culture and priorities. Their participation demonstrates a commitment to employee growth and development.

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So a holistic approach, involving HR, line managers, and top management, is essential for effective Human Resource development. Here’s a possible distribution of responsibilities:

• HR: Design and implement training programs, policies, and procedures. Guide best practices, compliance, and regulatory requirements.
• Line managers: Identify individual development needs, provide coaching and mentoring, and create opportunities for growth and advancement.
• Top management: Set the strategic direction for Human Resource development, allocate resources, and lead by example, demonstrating a commitment to employee growth and development.

By sharing responsibilities and working together, organizations can create a comprehensive and effective Human Resource development program that drives business success.

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