Humen Resorce development

MGT 2000 Staffing and Remuneration

Compare and contrast organisational changes , which have implications for HRD

Strategic human resource planning means the alignment between the human resource architecture and performance of a firm (Becker Huselid 2006 This should be adaptable to organisational changes that could affect human resource development to usher targeted performance outcomes

Organisation changes that could affect HRD could be retrenchment expansion or growth , and stabilisation as corporate objectives . These organisational changes have common and varying implications on human resource development . One common impact is change in organisational size

br and structure (Becker Huselid 2006 . Retrenchment involves contraction , growth requires an expansion , and stability requires the reinforcement of existing human capabilities . Another common impact is the role of an effective and responsive human resource planning (Becker Huselid 2006 ) to meet the number of workers with the desire skills when needed by the organisation . The difference is that the focus of retrenchment is retention , the target of growth is recruitment , and the intention of stabilisation is reinforcement that triangulates number of people , skills and time of need . Strategic human resource planning needs to consider these organisational changes as context because different changes occurring in an organisation have varying impact on HRD

Retrenchment , growth and stability have different impact on human resource development . Successful human resource planning for retrenchment would leave the organisation with the needed number of people with the required skills . This could provide retained employees with opportunities to expand the application of their skills through multi-tasking but this could...