A study on Contribution of HR Department’s towards employee development in current scenario

Management

Competitive pressures have heightened the need for organizations to utilize their human resources more effectively. It is argued that one way of achieving this is through the process of strategic human resource management There is no singular universally adopted definition of strategic human resource management. This is linked to the fact that there are a plethora of conceptual models that have been used to help explain and predict the link between human resource management and organizational performance. Such human resource management systems have been referred to as high performance work systems (HPWS) One of the characteristics of such systems is the provision of employee development and training activities in line with the business strategy Extensive training and development is used to 'improve the quality' of employees Management training, in particular, is seen as crucial to developing the necessary job skills and competencies within the top occupational levels and as a means of cascading knowledge and skills throughout the rest of the organization This paper thus focuses that in addition to emphasizing the link between human resources activities and business needs, strategic human resource management also involves the internal integration of activities across the HR function, for example, selection, development and rewards Successful internal integration of HR activities results in organizational benefits and thus HR has to play a Pre-vital role in Employee development

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