HUMAN RESOURCES DEVELOPMETENT: DISCUSSION BOARD 1
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Human Resources Development: Discussion Board 1
Mary-Ann R. Foster
Liberty University
May 11, 2015
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Human Resources Development: Discussion Board 1
Which challenges to HRD professionals discussed in your text will directly affect your
present or future working environment?
The goal of Human resource development is to transfer information to its member that
will improve both the individual and the company. Human resources development “is a set of
systematic and planned activities designed by an organization to provide its members with the
opportunities to learn necessary skills to meet current and future job demands” (Werner &
DeSimone, 2011, p. 4). Most or all of the six challenges described by Jon M. Werner and Randy
L. DeSimone in the textbook Human Resource Development 2011, p. 22 will affect my present
or future working environment; However, competing in a global economy, eliminating the skill
gab and addressing ethical issues and dilemmas in a proactive and effective manner would be the
three challenges that would continue to directly affect my working environment. Each of the
challenges affects the working environment in that it makes it harder for employees to achieve
the company goals.
Competing in a global economy
As technology continues to increase the need for employees with advance technical skills
is on the demand. The challenge for HRD professionals now and in the future would be the
ability to attract such individuals and retain these individuals; “Successful organizations must
hire employees with the knowledge to compete in an increasingly sophisticated market” (Werner
& DeSimone, 2011, p. 23). HRD professionals should research the needs of these individuals
since not everyone is motivated by money; for example as more single parents enter the market
an attraction may be on lowering the cost and onsite child care or providing the option to work
from home. Most importantly individuals want to grow therefore career development education
and training (diversity, communication, ethics, IT etc.) should be offered. Providing or offering
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such training assist both employers and employees in achieving individual and company goals,
employees will gain a sense of loyalty and gain respect for the company.
Eliminating the Skills Gap
One of the major challenges that every company face is change; Change in the company
means that longtime employees must learn new skills which means retraining. The issue is not
only with long time employees but with new employees who do not have the required skills.
Compared to other countries such as China the younger generation in the United States are less
educated and do not possess the required skills to compete in a rising global economy. The
younger generation relies heavily on technology and do not possess the basic skills such as
reading and writing. Therefore, when an individual from that era who enters the market, the
company (HRD) would need to spend more time and cost to train employees rather than
employees coming in the door, ready to perform the task. Companies in Los Angeles, according
to (Werner & DeSimone, 2011) are offering companies guarantees on high school students in
other to encourage employers to higher students. HRD along with educators and government
officials need to come up with changes to bridge the skill gap in the U.S or most U.S jobs will
migrate.
Addressing ethical Dilemmas
Some companies have no clear guideline on ethics especially small companies. Company
ethics is usually based on an individual moral and can be manipulated for self-gain, although a
company culture and laws may set a framework for what is acceptable in the workplace. “The
code of ethics provides guidance to individuals to be self-managed, workplace learning and
performance professionals” (Werner & DeSimone, 2011, p. 26). For HRD professionals it
becomes a dilemma when a decision is to be made between the well been of an employee and
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that of the company. HRD professionals have to ensure that they provide education and training
to individuals that will enhance their current skill set (potential) and understand the working
environment (diversity) in order to recognize the rights (culture religion) and treat each
individual with dignity and respect. This could only be done with clear ethical guidelines based
on laws and driven by a company manual or handbook.
What additional challenges do you foresee affecting HRD?
The other challenges HRD professionals should anticipate, is the increasing need for
accommodation, developing great leaders and convenience. As technology continues to increase
the need for training in the classroom will be less needed. HRD professionals need to find
interesting ways to keep employees interested in classroom setting training (not everyone has the
ability to learn by reading) and career development. Federal companies now offer work from
home programs, where employees do not have to come into the office except for training. The
challenge to get all employees to come to the office arises when individuals are in a mile radius,
where a last minute request for training is not possible. In situations as such agencies like the
USPTO offers WEBEX training, which is not monitored and therefore it is only an assumption
that employees have received proper training.
HRD professionals should also make it a priority to invest in its best employees.
Although it may be costly and seem as a strain on the company in the beginning, it is a long term
investment that the company could reap major benefits from. Meghan M. Biro, contributor at
Forbes Magazine, 2015, explains although,
It’s a big investment, but it’s a form of long-term planning: build the best team you can,
then invest to make them better. Your people will recognize the investment in them, and
both the business and the individual will reap the rewards (Biro, 2012).
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Another foreseen challenge is, the fading away of HRD, the role of HRD professionals
will be distributed to employees or other departments who are more in tuned with the changing
environment, have clear ethics and understand the importance of implementing a sound ethical
code; “The future of HRD depends to a great degree on the extent to which the value it brings
can be confidently measured” (Short, Bing, & Kehrhahn, 2003).
Conclusion
Challenges for HRD are and will be on-going as the working environment continues to
change. As diversity in the workplace rises HRD professionals have to continue to implement
effective training to communicate and address diversity issues for example. In addition to
diversity HRD has the challenge of retaining skilled individuals to accomplish company goals.
Ecclesiasts 7:12; “For the protection of wisdom is like the protection of money, and the
advantage of knowledge is that wisdom preserves the life of him who has it” (ESV). The duties
of HRD professionals is to research information and transmit the wisdom and knowledge
received, to employees in order for each individual to be on the same level or be competitive
against other companies. HRD individuals should be driven to gain up to date and valuable
information needed to make the company at the forefront of its competitors and company
employees in high demand. HRD should spend time on the present but spend more time focusing
on the future and the long term goal of the company and its employees.
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References
Biro, M. M. (2012). 5 Great Challenges Ahead For HR And Leaders. Forbes, 1. Retrieved May
12, 2015, from http://www.forbes.com/sites/meghanbiro/2012/11/11/5-greatest-
challenges-ahead-for-hr-and-leaders/
Short, D. C., Bing, J. W., & Kehrhahn, M. T. (2003). Will Human Resource Development
Survive? Human Resources Development, 14(3), 239-243.
Werner, J. M., & DeSimone, R. L. (2011). Human Resources Development Sithh Edition. Mason:
Erin Joyner.
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