Human Resource Development Essay Example | Topics and Well Written Essays - 2000 words

Human Resource Development - examine ExampleAs a HR Manager, our company CEO has expressed a similar viewpoint, contending that HRD is extra during the financial crisis and that the HRD budget should be the first to go in case of cost reduction. This is informed by previous actions taken after financial crises, during which this strategy worked. However, the present crisis is starkly variant from the earlier ones as it has spread very fast globally and brought world economies close to collapse. This course of action, therefore, may not be as effective as it was earlier. Markets have been steadily decreasing with sales also shrinking therefore, different solutions are required at company, national, and international level (Caprio, 2012 p54). The current crisis has been compared to the Great Depression, with the remedies used then universe implemented by various companies to date (Jungmann et al, 2011 p33). However, serious and vital changes have happened since then. The most impor tant oddment is the change in the national economy structures. Compared to the Great Depression era, the service sector has grown in significance with the industrial and agricultural sectors decreasing. This has meant that there has been an extensive strengthening in an area where connection to the visible processes has been secondary, even as employment factors have remained noteworthy (Fuchita et al, 2010 p65). Productive capital is to be found enter into the employees and their work. This paper will seek to show that corporate methodology for dealing with the current crisis cannot watch earlier patterns by cutting funding to Human Resource Development L&D. This is informed part by the character of the present crisis. This is especially factual for a company where intangible assets, have a vital role to play and where production is linked to knowledge instead of tangible assets. The Role of erudition and Development in Times of crisis The management of crisis and their solu tions appears time to time in the media. This usually involves reduction of working(a) time for employees, lay-offs or cuts to Human Resource Development. In most cases, the organizations have no choice with regards to avoiding insolvency or bankruptcy. Cutting funding to Human Resource Development, however, offers short-term solutions while leading to long-term problems (Lazear & Michael, 2009 p44). One conjecture made regarding knowledge management is that gracious capital and information play a more significant role in the input process. A significant part of the organizations value lies with human capital, i.e. the knowledge in its employees possession, which is a crucial factors as far as improved corporate writ of execution and competitiveness are concerned (Lazear, 1998 p10). Faced by a crisis, however, an organization may begin remunerative inadequate attention to the retention of knowledge that is lay-offs as well as the improvement of knowledge for its employees. som e companies will utilize a lawnmower principle with an aim to reduce be by trying to write on their highest components of cost wages and Human Resource Development (Buckley & Jim, 2009 p22). This strategy, however, is limited in its effectiveness. Cutting cost involves the sacrifice of resources in order to increase profit, with whoever is tasked to examine resource utilization attempting to cut costs by all means possible. Costs, however, occur during operation and not at the investment point. Assets improve profits and costs need