Assignment

Assignment

Assignment

1. Describe roles and competencies of human resource developers and depict their interaction with processes and systems within organizations.

HR Developers can, to a certain extent, play a main role in enhancing workforce effectiveness through adequately performing the orientation process. An orientation program is an effort to provide accurate information about the company culture, the job prerequisites and expectations. In other words, Zimmermann (2008) states that "once on the job, new employees are coached, guided, instructed, plus given casual, on-the-job training to learn the companies work practices." HR Developers can offer to learn about group norms. Group norms can be classified as Fleetwood (2008) as the "normally unwritten rules of conduct established by group members to control behaviour within the group." The quicker and more carefully these rules are understood by the new employee, the smoother their transition will be.

Organisation expectations can also be emphasized by the HR developer in orientation. For instance, in my workplace it is expected that everyone comes to a shift 10 minutes before the shift actually starts. An orientation program can include education regarding the organisation's values, goals as well as policies. There are several financial benefits to a successful orientation which makes the procedure effective. For instance a suitable orientation program reduces start-up costs and turnover. This is because loss of production throughout lack of worker knowledge is prevented through successful employee orientation. Also newcomer stress and anxiety is significantly reduced as the re-assurance of knowledge makes it easier for the employee to adapt to the new business environment. As a result, the orientation program enables new employees to begin work heading in the right direction. Through appropriate and effective orientation, HR Developers do, to a certain extent, play a significant role in enhancing workforce effectiveness.

HR Developers can, to a certain extent, play a key role in enhancing workforce effectiveness through the HRD practice of an effective training and development program. Training is best described by Hodgkinson (2009) as "the systematic process of altering the behaviour of employees in a direction that will achieve organisation goals. Training is related to present job skills and abilities. It has a current orientation and helps employees master specific skills and abilities needed to be successful." Training has many evident advantages. For instance, it provides workers with new skills so that he/she can become more efficient. In addition, it provides workers with an enhanced level of education which can broaden their individual job prospects.

Organisations can use training to instruct new, innovative and more productive methods so that each employee is capable of furthering their productivity levels. As a result, the organisation can become more efficient. (Burnett 2010) Also believe that "Organisations use training to help individuals reach their potential and meet the cognitive demands of more technologically complex jobs." The way in which the HR developer executes a training program will decide whether the HRD practice enhances workforce effectiveness. Determining needs and objectives is the first important step of initiating the training ...