Management and Human Resource Development Essay Example for Free

Management and Human Resource ontogenesis Essay1.Integration with cheekal missions and goals According to Garavan (1991), integration into business proviso in order to contribute to corporate goals and missions of the organization are very crucial. adept of Human Resource Developments functions is to help in formation of business strategies for the organization and it is seen as a responsive and reactive role for strategic military man election development (McCracken Wallace, 2000). Furthermore, the role of SHRD is to ascertain the organization strategy instead of simply standing role.Another role of Human Resource Development is to implement or form the corporate strategy. These tasks require them to link the corporate strategy with the organizations missions and goals. According to Legnick-Hall and Legnick-Hall (1988) and Butler (1988), besides integrating the corporate strategy with the organizational missions and goals, strategic human vision development also plays an important role in shaping and influencing the missions and goals (as stated in McCracken and Wallace, 2000).2.Top steering supportIn strategic human resource development, top management support is very important in order to implement the corporate strategy. The corporate strategy that has been formed exigency to be led actively by the top management people rather than just simply supported by them (Harrison, 1997). fighting(a) leadership from the top management will help the managers to adopt strategic thinking in achieving the targeted goals (McCracken and Wallace, 2000).3.Environmental examineIn SHRD, environmental scanning is very important to develop the strategic planning. HRD professionals and others senior managers need to charter the SWOT and PEST analysis. These analyses will help the organization to respond or react to any changes in the internal or external environment (Rainbird, 1995 Peery and Salem, 1993). However, environmental scanning alone is not enough beca use HRD terms and top management need to implement it (McCracken and Wallace, 2000).Level of Strategic Human Resource DevelopmentThe archetypical level of contexts that are crucial in order to understand the contribution of strategic human resource development is global environment. By analyzing and understanding the global environment is very important for an organization in order to be more flexible. Being flexible helps an organization to control and respond quickly to its surrounding, specially the external environment. This level thinkes on a multiplicity of external factors that explain the role of SHRD in crisis management and generate particular SHRD initiatives (Wang, Hutchins Garavan, 2009). There are three sets of component that must be understood in the context of global environment which are local conditions, national conditions and multinational conditions. Local conditions basically focus on laws and protocol.For example, the organization might need to devise eme rgency planning processes to tackle potential crisis regarding the sentry go and health law (Wang, Hutchins Garavan, 2009). Local conditions can be divided into two parts which are economic and semipolitical trends as well as application characteristics. The organization must alert with the economic and political conditions within the country. For the industry characteristics, the organization must ensure that their products and services have its own uniqueness. They need to passkey the products and services very well where all information need to be in their fingertips. They also need to know the targeted audiences for every of the product and services provided. The national conditions which can be divided into four parts. The depression part is technology change.The organization must provide adequate training to its employees to increase the productivity of the employees in operating the latest technology. Since technology is rapidly change, so the employees need to be trai ned from time to time. The imprimatur part is the characteristics of the labor market. An organization must be flexible in terms of planning most the resources of the organizations especially when it comes to human resources. The management needs to hire more expertise. The third set is national culture. The organization need to learn and understand about the culture in order to provided the right products and services.For example, the food industry in Malaysia, they need to ensure that most of the foods are halal in order to fit it with the Islamic culture. The coda part is regarding the national HRD systems. Some countries use the soft interventions rather than the hard approaches such as codes and protocols (Wang, Hutchins Garavan, 2009). It may appear as a component of partnership planning between the government, employers and trade unions. The last set of components is the multinational conditions which are cross-culture difference and international laws and regulations.Cr oss-cultural differences such as cultural assumptions towards planning and risk may also operate by some organizations. According to Tierney,Lindell Perry (2001), Asian countries are wordy to react to disasters and they do not understand the important of systems and processes to deal with these disasters. Meanwhile, according to Caudron (2002), global terrorist events and international sinful acts have alert the national government regarding the important of providing the security education and professional education of human resources involved in security management. Certain multinational corporations may also pose some policies on individual companies within the corporations (Wang, Hutchins Garavan, 2009).