Running head: HUMAN RESOURCE DEVELOPMENT Human Resource Development Student's Name Institution Date 1 Running head: HUMAN RESOURCE DEVELOPMENT 2 This topic will focus on concepts of human resource management in a company that is growing. In this case, we shall focus on GASCO. It is an enabler of USE hydrocarbon chain and home of one of the largest gas processing facility in the world. The service is targeting in investing in employees professional talents. Human resource development is a framework that helps employees to develop their personal and organizational skills, knowledge, and abilities (Wilson, 2006). . GASCO acknowledges that employees are the critical asset in helping an organization to achieve its goals. The current situation of HRD in this organization is that GASCO focuses in employees professional and technical developments. Also, employees moving to top management ranks in the only expectations of the facility currently. Challenges that HRD is facing as narrated by (Wilson, 2006). Includes; effective human resource measurement to determine employees performance, change management that focuses on personal change management. Leadership development is where human resource managers are faced with a major problem in determining appropriate tools to train future leaders, succession planning. Cost-benefit analysis where the major focus based on employees health and safety, staffing with the primary focus on retention, recruitment and availability of skilled labor, employees compensation based on salary increments, bonuses, and overtime, and finally, organization effectiveness. GASCO conducts training and development of its employees. It is a facility that values its employees for its massive growth. GASCO helps employees to nurture their professional, technical and nontechnical skills. It is focusing on competence management. It's training also contributes to nurturing and develop future leaders and sharpen those in leadership for succession planning. In this relation, it offers opportunity to experienced, highly qualified and graduates from colleges and high schools to develop professional and technical skills. The Running head: HUMAN RESOURCE DEVELOPMENT 3 mission and culture of the facility support training and development. It is due to its ability to help develop UAE talent by systematically investing in people's professional development. The training and development in GASCO are proactive. In this regard, it controls its training power so that employees are the ones to respond to changes. In this regard, it employees and absorbs non-technical and college fresh graduates to train them to adapt to emerging changes in the facility. Furthermore, the training in the organization focuses on whole system learning. It implies that an individual can gain technical skills, GASCO will achieve its objectives through employee training and performance will improve comparatively. Finally, the organization can solve problems to counter competition in the field of operation. Philosophical training and development are integrated into necessary training, which is aligned with both the organization's goals and the individual's development plan. About performance was driven; the facility can ensure that policies and programs facilitate the continuing development of staff, leading to personal development directly. At the individual level, training and development help in encouraging growth and career development of employees through coaching, and by helping employees achieve their personal developmental goals. Improved personal development leads to improved organization performance. The employee development and training programs include management development, career development, core competencies, Professional skills; technical training and finally supervisory skills Training of new employees in another key element in enhancing facility performance. When new staff members begin working in the firm, they will need to be trained appropriately to help in achieving organization`s objectives. Once GASCO absorbs new employees like fresh college graduates, training should be conducted for new employees to adapt and perform within the firm. Training new employees requires starting by giving them personal interaction with the tasks so Running head: HUMAN RESOURCE DEVELOPMENT 4 that they can know their expectations of them in their new roles. Then provide a continuous training to provide knowledge to grow. Utilize employees' strengths by giving them some specialized jobs. Integrating e-learning program makes the first employees training more practical comparatively. The new employees should be given some tasks in the course of training to evaluate the applications of the leanings already acquired. They should be encouraged to share their expertise with their peers(mankin 2009). In case employees are changing, they should be trained so that they can acclimatize to new roles and responsibilities assigned to them. Employees training and development activities are important in all businesses. In addition to improving your workers' skills specific to your business, it is important to you and your employees to be up-to-date. Existing employees who change roles need to up-skill not only to assist the firm but also to develop their careers and keep them challenged and engaged. Done by having other staff members train others, having senior staff members mentor the junior and also outsourcing. It helps to develop skills of existing members who want to change roles. The main advantage is that it contribute to creating a pool of readily available human resources that can be used to the organization and availability of adequate human power for expansion programs that may arise in future within the organization. On the other hand, technical skill training and development involve ensuring that the expertise of the employees in the firm maintains advanced knowledge and qualifications while developing highly competent people who are ready and able to take on future challenges. The gain of professional skills and technical training is responsible for the design, development, and delivery of competency. Besides, the vocational training and expertise help to provide ancillary support services. Running head: HUMAN RESOURCE DEVELOPMENT 5 Management training and performance is an organization activity according to (McGuire&Jrgensen, 2011), aimed at improving individual performance in the firm. Training means learning skills and knowledge for doing a particular job and increases skills required for a job while development refers to the growth of an employee in all respects, especially shaping attitudes. Training has key benefits such as it improves the overall performance of the firm, It also improves employees performance, it imparts new skills to the employees, promotes attitude change, It also help employees prepare for higher jobs by advancing their skills. In this regard, GASCO will have a margin of benefit by undertaking management training and development of its employees. Training is necessary not only to an organization but also to an individual as it gives them a greater job security and an opportunity for career advancement. Beyond job requirement, employees training and development results to a personal fulfillment. It leads to individual independence, boost a person's job security; employees can acclimatize to new and challenging tasks, and it improves an employee`s motivation. Organization development effort in the organization. GASCO, having undertaken various training plans directly boosts organization development. It results from massive gains that result from training employees. The firm can benefit from some reasons such as; increased performance, enhances the business to adopt and use new technology by using the knowledgeable staff. Again it promotes increased productivity, increased efficiency and effectiveness results to a financial gain, leads to reduced employee turnover, and decreased the need for supervision hence cutting the regulatory costs. All these findings to organization development. A learning organization is a changing organization that keeps updated to market demands and competitive advantage. In our case study, the facility is learning. It is investing in Running head: HUMAN RESOURCE DEVELOPMENT 6 employees training to suit to achieving the goals of the firm. It acknowledges employees as an asset hence need to have them trained. GASCO enhances career development. From the case, it employees both technical and graduates from colleges in different disciplines to teach them to ensure it has a pool of workers for future roles that may arise in the facility. It also trains and existing staff on new roles to promote diversity of employees in service delivery in the firm. Career development significantly results through employees training to benefit at the individual level rather than only the organization level. The group adopts analytical thinking where different functions are cooperating or harmonized. Changing of roles among existing employees creates diversity and improved performance. Training and development are a very vital element in the organization. It promotes so many benefits such as improved productivity, facilitates effective and efficient operations, reduction, in general, organization costs, and promotes individual employee development. It ensures availability of competent employees for future expansions, reduction in employee turnover and financial gains resulting from improved operations, some of the processes that need to adjustment in the organization includes, advanced information technology, enhancing improved internal controls and increased domestic employees promotions (McGuire&Jrgensen, 2011). Alternative solutions to HRD, considered as mechanisms to improve effective and efficient performance, such as supporting change mechanism, promoting human resource management and other vocational training. In the evaluation, the best cost effective alternate solution is finally adopted. The improved efficiency and effectiveness of operations like human resource management is implemented. Running head: HUMAN RESOURCE DEVELOPMENT 7 I recommend making use of improved human resource management to enhance effective organization performance. Also when internal controls are well implemented, the firm will have dynamic performance. Diversity should be the element in the company to remain relevance in its operations and competitive in comparison to other similar companies. The recommendations here can be undertaken by making an action plan to ensure directly an immediate action is fully integrated to enhance performance. GASCO should take an action and reinforce the change to be achieved at whichever the cost. References: Mankin, D. (2009). Human resource development. New York: Oxford University Press. McGuire, D., & Jrgensen, K. M. (2011). Human resource development: Theory and practice. London: Sage. Wilson, J. P. (2006). Human resource development: Learning & training for individuals & organizations. London [u.a.: Kogan Page