You are a skilled human resource development (HRD) professional with over ten years of experience in the field. You have spent many years studying the connection between human resources and organizational development. You have even done numerous keynote speeches and TED talks on the subject. You have been approached by Training & Development Magazine to write an article speaking to the relationship between human resource development and organizational development. In the article, you will also discuss how organizations can use organizational development to evaluate training and development programs. Finally, you will explain how human resource training and development programs support organizational development improvements.

Instructions: Write a magazine article explaining the relationship between human resource and organizational development. It should be written in a professional essay format intended for a well-informed audience. The article should be one to two pages prepared in Microsoft Word. Your article should explain:

1. The relationship between human resource development and organizational development.
2. How organizations can use organizational development to evaluate training and development programs.
3. How human resource training and development programs support organizational development improvements.

 

1. The relationship between human resource development and organizational development.

Human Resources (HR) is the department in charge of managing the hiring process. They are in charge of various employment-related activities such as employee engagement, training, and separation. One way to look at it is to consider HR to be the "manager" of employment procedures. Organizational development does have a shorter history than the human resource department. It is based on behavioral science, psychological ideas, and human and social values such as transparency, trust, and harmonization (Sung, 2014). Employee performance (later becoming HR) is focused on the practicalities of the employee lifecycle, compliance, regulatory limitations, and obtaining the right talents in the right place at the right time, according to the history of the educational technologies. And organizational development is concerned with implementing and managing behavioral change inside organizations through the effective mobilization of organization members.  This department is in charge of: 

This department is in charge of: 

• Firing
• Recruitment
• Regulatory compliance in the workplace

Organizational Development (OD), on either hand, promotes efforts for organizational transformation, growth, and development. Its organizational responsibilities include ensuring that the organization progresses. Because businesses are fluid and the ever, OD is critical. In many firms, it is a permanent function. Change leadership and management are two areas where OD is frequently in control.

• Professional advancement
• Team building
• Development and management of talent

2. How organizations can use organizational development to evaluate training and development programs.

Employee Training is generally an HR role that aids in organizational development. Its primary goal is to provide people and teams with professional development skills (Jehanzeb, 2013). This helps people grow, but it also supports organizational growth if people stay with the firm. Due to the growing need for the Hrm function to function as a business manager, the issue is whether OD, as well as its methodologies, play a role in trying to develop HR's central importance as well as its active participation in organizational change, organizational culture, and employee commitment and whether OD is a stand-alone work ethic just outside of the purview of the HR department. Given the histories of the two fields, it is reasonable to wonder if they do have the “gene interoperability” to merge. There are reasonable arguments from some of those who believe they should be kept distinct and those who believe OD is a subset of Human resource management or hrm is a subset of OD. It may involve the following:

• Continuing Employee Education Skills Development

• Software Education
• Certifications and Career Development

HR is frequently in charge of these responsibilities. However, because they "develop" a company and assist employees in developing, they may be called OD support. Many smaller businesses incorporate this role as part of their HR department. Larger companies may have a distinct department inside HR or incorporate it entirely as a distinct department.

3. How human resource training and development programs support organizational development improvements.

Human resources are frequently in charge of employee recruiting, training, and training. The following steps are included in the onboarding process:

• Training Orientation
• Integration and acclimatization

Whenever new workers are hired, moved, or when substantial changes occur, onboarding happens. For software recruitment and training, a similar phrase, "user onboarding," is used. This is unusual, but it happens regularly in today's digital work (Hassan, 2007). HR may collaborate with IT to manage this process. When an employee departs a business, HR manages the extraction process, which is the inverse of onboarding.