Human Resources Development
Introduction
During the pandemic, HRD has been vital in identifying strategic opportunities to exploit to achieve set objectives. The role of HRD is to make appropriate policies to protect their rights and welfare. The objective is to ensure the employees have a conducive environment to achieve their targets. One of the roles of HRD is to identify the strategic opportunities to overcome the present challenges. The pandemic has been an opportunity for the HRD to demonstrate the value of developing innovative mechanisms to overcome the prevailing challenges. HRD takes a proactive role to ensure the welfare of the employees is addressed to reduce the risk of exploitation amid the pandemic. The purpose of the paper is to examine the implication of human resource development in the work environment.
Implications of HRD
Human resource development is essential in an organization in enhancing the skills of the employees, identifying growth opportunities, and overcoming challenges. Organizations rely on human resource development to achieve strategic goals. During the pandemic, HRD has been vital in identifying strategic opportunities to exploit to achieve set objectives. According to Kujur and Goswami (2021), HRD enhances the economic and human capacity of employees. Improvements occur at both the organizational and individual levels. The managers in the human resource department will identify the weaknesses and determine the growth opportunities. For example, during the pandemic, resilience is one of the critical areas of growth.
Kujur and Goswami (2021) the role of HRD is to examine the welfare of the employees. The focus is to ensure the employees have a conducive environment to achieve their targets. During the pandemic, a crisis has been present in the realization of a conducive work environment. Some employees have been sent home while others have been forced to work from home. Salaries have been constrained to prevent losses. During the crisis, the role of HRD is to make appropriate policies to protect their rights and welfare. The strategic decisions of the management will reduce cases of dissatisfaction and turnover.
Bennett and McWhorter (2020) studied the outlook of the post-pandemic employment sector in the health sector. The study examines the role of HRD in the digital transformation of the work environment. One of the roles of HRD is to identify the strategic opportunities to overcome the present challenges. For example, the HRD has been critical in changing the landscape and identifying opportunities for changing the work environment. Career development tactics are necessary during and after the pandemic to spur the capacity of the employees. Employees can experience dissatisfaction if companies are developing mechanisms to alleviate the negative effects of the pandemic. Developing friendly mechanisms will motivate the employees to continue working for the success of their companies and the general growth of the economy.
Bennett and McWhorter (2021) indicate that HRD has a vital role to play in the pandemic. One of the roles is to organize training for the employees. Virtual training platforms are critical for the change necessary to adjust to the shift in the work environment. The pandemic has come with a host of disruptions that are evident in the economy. It is vital to provide the skills that will help the employees to overcome the prevailing challenges. During the pandemic, HRD has been vital in promoting the role of the internet and 3D technology in enhancing businesses processes despite the lockdowns and prevailing threats of infection. HRD takes a proactive role to ensure the welfare of the employees is addressed to reduce the risk of exploitation amid the pandemic. The proactive role is meant to address unexpected layoffs, furloughs, salary cuts that are evident during the health crisis.
Manucci (2021) examines the perspectives of how people come back to the work arena. The perspectives will include leadership, innovation, and resilience. The comeback strategies are effective in addressing the underlying issues that undermine the quality of work. During the post-pandemic crisis, HRD is responsible for managing the emotions of the employees. The emotional issues include the uncertainties relating to job security, rising infections, and the ability to manage a high workload with a reduced workforce. The employment sector has faced diverse challenges relating to the loss of colleagues, loss of loved ones, and stigma relating to the viral infection. HRD has a duty to manage the emotions of the employees due to the prevailing challenges and changes. The critical roles are essential to ensure companies can achieve their strategic objectives and enhance their competitiveness.
Conclusion
Organizations require strategic plans to overcome challenges, promote recovery, enhance employee capacity, and promote a conducive work environment. The role of HRD is to develop effective mechanisms to enhance the capacity of the employees to achieve set objectives. The managers in the human resource department will identify the weaknesses and determine the growth opportunities. HRD has been vital in popularizing the role of the internet and 3D technology in boosting businesses processes and identifying opportunities despite the lockdowns and prevailing threats of the rising number of infections. HRD has a vital role in ensuring the employees receive the appropriate training to develop sufficient skills to undertake tasks effectively.
References
Bennett, E. E., & McWhorter R. R. (2020). Virtual HRD’s role in crisis and the post covid-19 professional life world: Accelerating skills for digital transformation. Advances in Developing Human Resources, 23(1), 5-24. https://doi.org/10.1177%2F15234223211017848
Bennett, E. E., & McWhorter, R. R. (2021). Virtual HRD’s role in crisis and the post Covid-19 professional lifeworld: Accelerating skills for digital transformation. Advances in Developing Human Resources, 23(1), 5-25.
Kujur, S. K., & Goswami, D. (2021). Do Covid-19 induced NHRD policies have a dampening effect on employment?. Human Resource Development International, 24(4), 454-464.
Manucci, M. (2021). How People Come Back to Workplaces during the Pandemic: Three dimensions of intervention for new emotional performance conditions. Human Resource Development International, 1-8.
