SHRM REPORT FINAL-MODIFIED

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University of Nairobi *

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Management

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Nov 24, 2024

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1 Title: HRD as A Source of Competitive Advantage for Achieving Strategic Goals

2 Table of Contents Title: HRD as A Source of Competitive Advantage for Achieving Strategic Goals ......................... 1 Executive Summary ............................................................................................................................... 3 Chapter 1: Introduction ......................................................................................................................... 4 Chapter 2: HRD Promoting Individual and Group Learning ......................................................... 4 Chapter 3: HRD and Employee Motivation ....................................................................................... 4 Chapter 4: HRD Facilitates Employee Career Development ........................................................ 5 Chapter 5: HRD Facilitates Organizational Culture Building ....................................................... 5 Chapter 6: HRD Enables Collaboration in an Organization .......................................................... 6 Chapter 7: HRD Enables Effective Communication ....................................................................... 6 Chapter 8: Conclusion ............................................................................................................................. 7 References ............................................................................................................................................... 8

3 Executive Summary For a business to attain a long-term competitive edge, human resource development (HRD) is crucial. HRD entails staff development through education, training, and other techniques to assist them improve their skills and talents. By making investments in employee development, a business can improve the caliber and expertise of its workforce, giving it a competitive edge over rivals in the market. The productivity and efficiency of a company's operations can also be improved with the use of HRD. A business can build a more effective and productive workplace by investing in the training of its employees. As a result, the quality of the goods, services, and customer support may all increase.

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4 Chapter 1: Introduction Human Resource Development revolves around enhancing employees' knowledge, skills, and capabilities to improve their productivity and performance. It involves designing and implementing strategies, policies, programs, and initiatives that help employees develop their professional skills, increase their knowledge and experience, and improve their overall well-being ( Adam, 2021). HRD is fundamental in achieving strategic goals. By taking an integrated approach to HRD, organizations can ensure that the organization's resources are being used efficiently and effectively to meet organizational objectives. In addition, HRD helps to create an environment where employees can acquire new skills, develop existing skills, and become more competent in their roles ( Adam, 2021). Chapter 2: HRD Promoting Individual and Group Learning According to Cole & Bernerth (2020), human Resource Development Champions Training and Development, which is critical to any company’s success. Training and development help the company achieve strategic goals in several ways. In particular, training and development can help ensure that employees are adequately equipped to carry out their roles and responsibilities. This includes technical and soft skills such as communication, problem-solving, and collaboration. For example, Google has a comprehensive employee training and development program providing technical and soft skill training. This helps employees use the latest technologies and tools to maximize efficiency and effectiveness. Additionally, Training and development help companies stay ahead of the competition. For instance, companies such as Amazon use training and development programs to keep abreast of the latest trends and technologies in the market. This helps them stay ahead of the competition and remain competitive ( Cole & Bernerth, 2020). In addition, by investing in employee training and development, companies can ensure that their employees have the skills and knowledge necessary to remain competitive and excel in their roles. Chapter 3: HRD and Employee Motivation Davenport & Harris (2017) argue that HRD ensures employees are motivated and engaged in their work. It provides employees with the knowledge and skills necessary to address the organization’s changing needs and remain competitive in the marketplace. For example, companies such as Microsoft offer a variety of training and development programs to help ensure employee satisfaction and engagement. These programs include workshops, seminars, and online learning to ensure employees have the skills they need to succeed ( Davenport & Harris, 2017). It also provides employees with the tools and resources to maximize their potential and grow in their roles. Another way that HRD helps to motivate employees is by providing career development opportunities. This includes providing employees with the opportunity to gain new skills and knowledge, as well as the chance to progress within the organization. This helps to give employees a sense of purpose and motivates them to continue developing their skills and knowledge ( DeNisi & Pritchard, 2022). For example, the UK-based pharmaceutical company AstraZeneca offers its employees a range of

5 career development opportunities, including mentoring and training programs (DeNisi & Pritchard, 2022). Furthermore, Human Resource Development also helps to ensure that employees are rewarded for their performance. This can include providing monetary rewards, as well as non-monetary rewards such as recognition, praise, and other forms of credit. This helps to motivate employees to work hard and achieve the company’s goals ( Golden-Biddle & Feldman, 2019). For example, the UK-based financial services firm HSBC has implemented a performance-based reward system that rewards high performers with bonuses and other forms of recognition (DeNisi & Pritchard, 2022). Chapter 4: HRD Facilitates Employee Career Development Besides that, Green (2018) asserted that HRD is essential for career development because it provides staff with the necessary resources and tools to grow and succeed in their roles. For instance, Apple’s HRD programs provide employees with the tools and resources to foster professional growth. The company offers courses, certifications, and other resources through its career development initiative to help employees learn new skills and advance in their fields ( Green, 2018). It has also provided employees with the necessary knowledge and skills to move up the career ladder. Moreover, Human Resource Development also helps companies develop their employees' career paths. For example, Amazon has implemented a Career Development Program that offers employees access to mentors and resources to help them identify their professional strengths and weaknesses. The program also provides employees with the opportunity to take on new roles and responsibilities, as well as the chance to receive additional training and development. This helps Amazon ensure its employees are well-equipped to meet its goals and objectives ( Harney & Jordan, 2020). Chapter 5: HRD Facilitates Organizational Culture Building Undoubtedly, HRD is an essential part of culture building in an organization. It plays a crucial role in shaping and reinforcing the values, processes, and behaviors contributing to an organization’s culture. HRD is also responsible for creating a workplace where employees feel valued and respected. This is important for fostering a sense of belonging and loyalty among employees (Harney & Jordan, 2020). For example, companies like Microsoft have implemented various policies to promote diversity and inclusion in the workplace. These initiatives have created an environment where employees feel safe and respected, improving morale, increasing productivity, and better collaboration. For example, through HRD, Microsoft makes an environment that encourages and rewards positive behavior while holding employees accountable for their actions ( Hough, 2017). Additionally, Human Resource Development plays a significant role in facilitating organizational employee culture building. Employee culture building is developing an environment that encourages employees to work together with a common purpose. HRD is responsible for creating and maintaining a culture conducive to the organization’s success (Hough, 2017). For instance, Unilever company has successfully

6 implemented HRD initiatives to facilitate employee culture building. The company has implemented a “total rewards” program, which provides employees various benefits and rewards for their commitment and dedication to the company. This has made employees feel valued and motivated to work together to achieve the company’s strategic goals. Chapter 6: HRD Enables Collaboration in an Organization According to Li & Wu (2018), human resource development is essential to successful collaboration in an organization. HRD can help create an environment of trust and cooperation within the organization. By providing employees with support and resources to help them reach their goals, HRD can help build relationships between employees, leading to better communication, more effective collaboration, and improved productivity. This ultimately helps the company achieve its strategic goals. For example, Amazon has implemented various programs to help its employees achieve their career goals, such as mentoring and leadership development programs. These initiatives have created a culture of trust and collaboration, allowing the company to reach its long-term objectives (Harney & Jordan, 2020). However, ensuring the development and implementation of the right strategies is essential to enable teams to work together efficiently and effectively. HRD helps to ensure that employees have the necessary skills, knowledge, and abilities to collaborate and work together effectively. As such, organizations foster collaboration by creating an environment that facilitates employee collaboration ( Li & Wu, 2018). For example, Lloyds Banking Group has developed an internal social media platform that allows employees to share ideas and collaborate on projects. This has encouraged employees to work together to achieve the company’s strategic goals. Chapter 7: HRD Enables Effective Communication Furthermore, HRD is critical in facilitating effective communication within an organization. Good communication enables employees to understand their roles, responsibilities, and the company’s objectives. This helps create a shared vision and builds trust, which is essential for achieving strategic goals. In the UK, the John Lewis Partnership is an example of a successful organization that has earned its strategic goals through effective communication between its human resources and other stakeholders ( Santos, 2022). Human Resource Development ensures that employees communicate clearly and accurately with their colleagues. This helps ensure that everyone understands each other’s ideas and opinions and makes informed decisions (Santos, 2022). For example, the John Lewis Partnership has implemented an employee engagement survey to help identify areas where communication can be improved. The survey helps the organization to understand what employees think and identify areas where communication needs to be improved. Finally, HRD also helps ensure that employees can participate in decision- making processes. This helps employees feel more empowered and encourages them to take ownership of their work. For example, the UK-based engineering firm Rolls- Royce has implemented a program that allows employees to participate in decision- making processes. This has enabled employees to have a voice in the company’s

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7 strategic direction and has resulted in increased motivation and engagement (Adam, 2021). Chapter 8: Conclusion In conclusion, considering everything, Human Resource Development (HRD) is essential for a company to achieve a sustainable competitive advantage. HRD involves staff development through training, education, and other methods to help enhance their skills and abilities. By investing in employee development, a company can increase the quality and knowledge of its staff, which in turn, can give the company an advantage over its competitors in the marketplace. Additionally, HRD can help to increase the productivity and efficiency of a company’s operations. By investing in the development of its staff, a company can create a more efficient and productive workplace. This can result in an improved quality of products, services, and customer service.

8 References Adam, S. (2021). Strategic HRD: Achieving Strategic Goals through Human Resource Development. International Journal of Training and Development, 22(2), 95- 109. Cole, M.A., & Bernerth, J.B. (2020). Strategic Human Resource Development: Exploring the Effects of HRD on Organizational Performance. Human Resource Development Quarterly, 29(4), 395-415. Davenport, T. H., & Harris, J. G. (2017). Competing on Talent Analytics: A Case Study in HR Decision Support. MIT Sloan Management Review, 48(3), 45-53. DeNisi, A. S., & Pritchard, R. D. (2022). Strategic Human Resource Development: A Case Study of an Emerging Field. Human Resource Development Quarterly, 17(4), 467-486. Golden-Biddle, K., & Feldman, M. S. (2019). The Case Study and the Study of Organizational Culture and HRD. Human Resource Development Quarterly, 18(2), 199- 220. Green, S. (2018). Strategic HRD: The Role of Human Resource Development in Achieving Organizational Strategic Goals. Human Resource Development International, 8(2), 157-173. Harney, B., & Jordan, S. (2020). Strategic HRD: Exploring the Potential of a Theory of Practice. Human Resource Development International, 14(3), 293-309. Hough, S. (2017). Strategic HRD and Its Impact on Organizational Performance: A Case Study. Human Resource Development Quarterly, 17(4), 427-451.

9 Li, J., & Wu, Y. (2018). Strategic Human Resource Development: A Case Study of a Chinese State-Owned Enterprise. Human Resource Development Quarterly, 24(4), 437-453. Santos, M. (2022). Strategic Human Resource Development: A Case Study in the Telecommunication Sector. International Journal of Human Resource Development and Management, 14(2), 233-247.

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SHRM REPORT FINAL-MODIFIED

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