Human resource development-A practitioners perspective Essay

Human resource development-A practitioners perspective - Essay ExampleThe HR practitioner has to perceive a multi-dimensional check of organizational aims to correlate with the employees goals. A human resource professional has to concentrate on three main functions performance, feedback and counseling. These three are important functions of an HR team.The faultless organizational objectives circumvent in-between these three functions. The present paper analyses the interrelation among these three functions and highlights their significance in enhancing organization performance. The figure depicts the three import available features which has much significance in development of an individual profitable to an organization.. Ignorance of one function will effect on the overall performance of an organization as it is similar to farming. Planting the seeds and leaving its fate doesnt yield the required crop. Similarly setting performance targets and initiating them doesnt guaranty goo d results. Employees should be made accountable and trusty to the work they are carrying out at the work station. To monitor the performance, performance appraisals are put in place. The underperformers and the star performers can be identified by these appraisals. The star performers are rewarded and encouraged. The underperformer is counseled to capture his mindset and the HR team tries to tune with the party. The functions are interrelated to each other as performance focussing initiates the process of working it educates the employees on the steps to execute and at regular intervals appraisals keeps monitoring the standards to keep them aloft. Whenever there is a requirement the individuals are counseled to elevate their thought, set and goals towards the organizational goals Performance Appraisal Performance Management Career counselingPerformance management -Performance appraisals-Career counselingPerformance is an important operational toll of the HR department. Performan ce management sets the direction for inducting the future aspirations and objectives of an organization. An organization has to set the level of standard they were aspiring to reach their objectives. The employees abilities are to fine tuned towards the fulfillment of this objective. Performance has to range the section and field and level of operations that require attention and approach that aspect. The HR Performance Management Model has to focus on decision-making and accountability at the level where the work is done, development of a serve up culture that rewards team performance, and integration of operations. The success of the HR departments depends on the adoption of a customer service orientation, a flexible attitude to mould according to current requirements, and streamlined business processes supported by networked administrative systems. For an effective organizational performance number one we need to frame performance management plan leads to performance developme nt process comprising performance appraisal and career counseling. The performance management has to look into the aspects desire previous achievements, the previous setbacks new challenges. The current employees standards, the current skill levels of the