Summary of Human Resource Development Essay Example for Free

Summary of Human Resource Development EssayHRD OVERVIEW POSITIONINGThe definition of HRD is an corporate and holistic, conscious and proactive approach to changing fashion-related bonkledge and behaviour, using a wide range of learning strategies and techniques in order to cleanse individual long suit and productivity. HRD is highly required in every ecesis to achieve their goals. HRD also defined as the capacity to incorporate learning into behaviour. HRD scope related to hurt the good pot on the job, retain the right people in organization, and develop them in order to improve individual enduringness. Furthermore, the primary HRD function aims to improve individual, group, and organizational trenchantness.It involves in training and education, organization evolution, and c atomic number 18r development. Employability is the willingness and ability to recognize personal strength and develop self, which acquires new skills, write outledge, expertise to improve per formance and effectiveness for both current and future job. In order to support the emergence of continuous personal development and lifelong learning of employees, it is important for HRD function to discover attention for learning and with how it might be managed.B. INDIVIDUAL DIFFERENCES WITHIN ORGANIZATIONEvery person is fundamentally different from everyone else, thus managers must recognize that these differences hold out and attempt to understand them. One of the HR department tasks is to identify and well known the existing employees so that they weed place the employee in the fit/appropriate job/position, groupwork, in the organization. Therefore, better selection and recruitment process is needed to avoid errors in the placement of an employee. Recruitment and selection process aims to find the right person for the right job by analyzing the persons personality. There argon big five types of personality traits agreeableness, conscientiousness, negative emotionality, ex traversion and openness.These aspects have taken into account in the recruitment and selection process. These types of personality do not only give the benefit to the person itself scarcely also to the organization. As we know that poor recruitment process can result in higher rates of turnover, reduced performance effectiveness, lower job satisfaction and reduces work pauperization. Nowadays, aflame Intelligence (EQ) is believe as an important tool to recruitment and selection process. Emotional Intelligence (EQ) is the extent to which people are self-aware, can manage their emotions can motivate themselves, express empathy for others, and process social skills.Human resources is important and valuable asset for every company. Many organizations improve their employees competencies to achieve the company goals. Most of companies are willing to spend a lot of money to develop their employees knowledge and skills. There are several ways to develop employee skills by conducting w orkshops, seminars, inhouse training, tailor do training, off job training and studying in the higher level of education in local or foreign schools. The 7 habits of highly effective people (Stephen Covey) are be proactive, begin with the end in mind, put first thing first, think win-win, seek first to understand then to be understood, synergize, and sharpen the saw.C. INTERCULTURAL MANAGEMENT CULTURAL AWARENESS socialization is the collective programming of the mind which distinguishes the members of one group from another (Geert Hofstede). Culture is not static but is dynamic. Another definition of the culture is the uniqeness and trust that attach in one group that could be distinguished from another and become the habit which implemented in the daily life. In the shipping and transport organization, we could see many people from different nations work together. Intercultural is always coloring every company in the world.Culture shock is the confused feelings one experiences wh en confronted with a large number of new and unfamiliar people or situations. To prevent a cultural shock, we must know why people do certain things. To avoid a culture shock we need to develop cultural sensitivity. Furthermore about intercultural differences there are Collectivism versus Individualism. This is a social theory favouring freedom of action for individuals over collective or state control. The big different between Individual and collective Societies is the intensity of ties among individual it self.D. EMPLOYEE maturation MOTIVATION LEARNING THEORYMotivation is the set of forces that leads people to behave in particular ways. The objective for managers is to motivate people to behave in ways that are in the organizations best interest. One of the famous theories of motivation is The Dual-Structure theory by Herzberg. Herzberg theory identifies motivation factors, which affect satisfaction, and hygiene factors, which determine dissatisfaction. Motivation factors are intrinsic to the work itself and include factors such as achievement, recognition, work itself, responsibility, advancement and growth. Hygene factors are extrinsic to the work itself and include factors such as company policy, supervision, relationship with superior, work conditions, status, and job security.Learning is the process whereby individuals acquire knowledge, skills and attitudes through emperience, reflection, study or instruction. There are three learning styles models but the famous one is learning cycle model by Kolb. There are four styles of learning, they are divergers, assimilators, convergers and accomodators.E. ORGANIZATION DEVELOPMENT LEARNING ORGANIZATIONOrganization development is the process of planned change and improvement of the organization through application of knowledge of the behavioral sciences. There are three definition of learning organization but the famous one is Senges definition, learning organization is organizations where people continual ly expand their capacity to take in the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free and where people are continually learning to see the hale together.F. HUMAN ELEMENT IN SHIPPINGHuman Element in Shipping correlated with Human Error. Human element according to the International oceanic Organization is a complex multi-dimensional issue that affects marine safety, security and marine environmental protection involving the entire spectrum of tender-hearted activities performed by ships crews, shore up based commission, regulatory bodies and others. Human error is sometimes described as being one of the following incorrect decisions, an untimelyly performed action or improper lack of action. Human element is influenced by some factors, they area. People factorsb. Ship factorsc. Working and living conditiond. Organization onboarde. Shore side managementf. External influence and managementThe above fa ctors could influence every seafarer during his work onboard the vessel. These elements will deliver good performance of seafarer or in contrary, these could result in bad performance of seafarer that would cause much impact to the people, animal and environment. We all know that many accidents on the vessels caused by the adult male error. That is why HRM and HRD play important roles to reduce this issue by allocating the right person in the right job. The causes of maritime incidents can be linked to a number of contributory factorsa. Poor ship or system designb. Equipment failure through poor maintenancec. Fatigued. Ineffective communicatione. inadequacy of attention to rules, regulations, and proceduresf. Inadequate training in the operation of equipmentsg. Unawareness of the vulnerabilities of electronic systemsh. Complacency.G. CONCLUSSIONOne of the most valuable assets in a company or organization is human resources. By having good quality of human resources the organizatio n will be able to running well. To obtaining good quality of human resource in the organization, in the beginning management has to make sure the good quality process of recruitment, so that management can place the right people for the right position.Furthermore, one the HR department responsible is to developed human resource through training, learning even to higher level school. Through good human resource organization can avoid errors or failures in the company. To develop human resource requires considerable cost, therefore budget problem often incur in many organizations, moreover the level of success for this development program will not be known in an uncertain manner. Finally, human resources development is very important for people and organization to achieve the company goals.