Developing Human Resources for Business Success Assignment

Explore the Importance of Personal Development and Learning in Today's Workplace

  • 54000+ Project Delivered
  • 500+ Experts 24x7 Online Help
  • No AI Generated Content
GET 35% OFF + EXTRA 10% OFF
- +
35% Off
£ 6.69
Estimated Cost
£ 4.35
16 Pages 3951Words

Introduction Of Developing Human Resources for Business Success Assignment

There is so much importance for a particular business with its various kinds of personal development opportunities for their staff which is having a very effective and efficient recruitment, selection and retention of key or major workers. Developing human resources mainly refers to the particular "organization's plan to help employees develop their abilities, skills, and knowledge". With the help of this process, it will definitely help in the course of the organization's effectiveness and efficiency (Rigby and Ryan 2018). There are a lot of various other ways to effectively develop the key factors of human resources quality. Firstly, there should be a major quality of having the potential to dictate the staff in a proper and effective manner. One of the major and important ways to effectively develop the quality of human resources is to "Promote What Makes Your Firm Unique". Another important factor that must be there in order to enhance the unique qualities of human resources is to "Explain What you expect". However, most importantly, the feedback part is very crucial in developing the key quality factors of human resources (Swanson 2022). In recent times, it is very necessary for the current employees to keep the focus on their career development strategies and personal learning practices and training.

Trust New Assignment Help for unparalleled academic assistance. With our online assignment help in the UK, students receive personalized support and guidance from experienced professionals. Explore our Free Assignment Sample to access a wealth of knowledge and elevate your academic performance.

Main body

Business with personal development opportunities for staff

It is quite evident that one of the best and primary factors for the success of the business organization is the overall growth of the organization. According to the opinion of Zaharee et al. (2018), the growth factor is definitely considered as one of the key facts of accomplishing overall success for the organization's business. In recent times, it can be observed that there is a major issue with the retention factor for employees. Therefore, it has become so crucial to build a strong development factor within the employees to get better opportunities in their respective business organizations. So, it is quite true and evident that a particular business having "personal development prospects or opportunities for staff will have effective and adequate recruitment and retention of key workers".

For illustration, these days the workers or staff majorly want to have a more balanced work life and it is also true that the employees are not ready or willing to surrender everything for theirExplore the importance of developing human resources for business success. Learn how personal development and learning impact recruitment, retention, and overall workplace growth professional career employment.

Both factors, including staff retention and staff recruitment, are very significant in order to get a huge jump in the growth and, at the same time, can feel the success of the particular business organization. Regardless of the fact that there is no point in hiring or recruiting new candidates if there is no major ground to keep the current employees. As opined by Rodríguez-Sánchez et al. (2020), If it is over viewed from the larger picture, it can be observed that there is a key or primary importance for the business organization's success is focusing on the retention and recruitment process of the employees. Therefore, developing personal development skills will play a key aspect in this specific factor. In most cases, a business having personal development skills will give the opportunity to retain the employees more accurately and sincerely. As there is no point in retaining the new employees rather than keeping the focus on the retention of the existing employee.

It is true that exhausting or depleting the new resources to eventually find the new employees will not help in the course of adding value to the team. Therefore, it will not be worth it if the existing employees are not willing to stay for a longer period of time. Hence, in the current scenario, it has become so crucial from the employee's perspective to get better on their personal development factors. It will definitely help them in the course of staying in a business organization for a longer period of time and also help them to get the possible outcome of a growth in their respective career. According to Ma et al. (2018), Employee retention and recruitment are very vital factors to make sure that the particular organization can see the growth factor.

However, it definitely does not mean that there is a need to ask someone to join the team. There is a huge necessity for critical thinking and planning about the recruitment strategy and the executing procedure of doing correctly the recruitment and retention process of the existing employees. It is quite right that if there is a proper process of hiring or recruiting the correct prospect or person, then it should be kept in mind that those important employees need to get the retention and proper recruitment will also be very crucial in order to do the retention of those existing employees.

Attitudes of today’s workers towards career development and personal learning

The general attitude of today's employees towards their development factors and personal learning and training factors has changed quite a lot. The current and existing employees are definitely willing to do a job very seriously and sincerely. Because the aspect of having key development factors and at the same time, having the personal learning and training factors have become so important for employees to work in a renowned business organization. As per the view of Aydogmus (2019), in current times, workers are willing to know new advancing things or prospects in terms of acquiring and gaining knowledge that is more personal and understanding the facts about the development relating to the professional career and learning and training facts for the personal development. The attitude of workers towards their respective jobs is very crucial as "it can influence your ability to move through the world". For illustration, keeping a positive and optimistic attitude towards career development factors and personal learning and training factors can certainly help the employees or workers to gain or accomplish measurable success or triumph in their respective professional life as well as in their personal life.

The current generation of workers have the capability to think positively and focus on the basics. According to Helena Martins et al. (2018), the current employees exactly know what are the basic requirements and essentials for their professional career to grow even much higher and also they can achieve success with a specific business company. It is mostly seen that the employee's or worker's attitude towards their work is evolution and personal learning growth for the sake of their professional growth. It is quite true that it is on the positive side for employees towards their right approach to the key or major development in their career prospects and to the key or major factors in their personal growth in learning and training. It can highly and sincerely exhibit towards individual and respective "job responsibilities, goods or services, coworkers or management", or the business company as a total in the entire workplace. It is quite a fact and evident that ignoring or not sincerely following it can definitely lead to harm to a business company's workers or employee retention factors.

Hence, it can be stated that the importance of correct attitude or approach for the employees or workers towards their successful development or evolution in their personal respective career and in their personal learning factors is so significant. It eventually, will help them to understand and get the achievements and success for a longer period in their business organizations.

Career development and personal learning may influence career decisions

The Accenture Company are designing individuals towards their personal learning and career development as they maintain their preferred skills to keep relevant and fresh to propel their career onward amid continual digital upheaval. According to the view of Armstrong, (2020), this technology constantly evolves in a business where it represents a world of employment. Additionally, these arrive with a point of view that they are coming up with certain improvements in industrialisation and artificial intelligence, and the rate of expansion would accelerate. The Accenture Company comes ahead with a specified key to producing prosperous and sustainable employment is never discontinuing learning and constructing their skills. According to the observation of Bal and Brookes, (2022), Accenture infuses essentially $1 million USD each year in internships and re-skilling their individuals in the most delinquent technologies of recent and tomorrow. Furthermore, it arrives with a concerned part where they are regarded as the recruiting group is consistently on the observation point for applicants with knowledge agility, who are immediate on their grounds, capable of grasping further information and fast accomplishment on it.


These are providing knowledge where they discuss the few skills that should be enlarging towards their career goals like research. According to the suggestion of Bankins, (2021), It arrives with a particular representation on the run through a time excavating into their pasture of interest and interpretation new expansions in periods of automation and machinery. There are certain processed online talent resources to notice what additional skills to choose with respect to their regarded field of employment. It is necessary to understand the regarded developments and would affect their work and, additionally significantly, with a better skill or expand them to maintain speed. According to the opinion of Bankins, (2021), support in learning can be presented onward earnings, as it could not be modified to certificate programs, which can be costly and time absorbing. These arrive with a point of view that they are coming up with certain improvements in industrialisation and artificial intelligence, and the rate of expansion would accelerate. The different ecosystem associates who are completing their preferred skill and profession those are open for marginalized and vulnerable individuals around the planet.

Accenture is generally coming up with a launched talent to blossom in the year of 2010, the international economy was occurring from a slump indicated by increased unemployment speeds in many governments, specifically among juveniles. According to the suggestion of Khan, (2018), the different ecosystem associates who are completing their preferred skill and profession are open for marginalized and vulnerable individuals around the planet. a possible consideration where they are regarded to be prepared with this contemporary model, “Talent and HR leaders outplay anticipation, maximize acquisitions and boost development and customer knowledge. However, it seems that by launching talents to flourish, Accenture has constructed associations with a transnational network of better than 500 nonprofits associations. Moreover, it could be displayed in this section provided over 1.7 million individuals with the ability to get a career or build a company. They are typically need to be considered with a possible executed and published research that solves specialist expertise into confirmation-based understandings about concerned works to enhance the collective interpretation of the aptitudes to prevail web. There are certain processed online talent resources to notice what additional skills to choose with respect to their regarded field of employment.

Developing human resources in the Accenture Company

The workforce that is transforming their standard according to the demographics is generally getting triggering with a renewed point. According to the observation of Khan et al. (2020), they are viewed as returns with a maximised modification or a performance of the regarded workforce in the developing human resources rather than machinery producing new chances for the function of the HR departments. Accenture establishments arrive with a brief discussion on improving the workforce's understanding to engage, attract, and possess aptitude is currently a principal priority as it moves associations to think differently about HR and talent. “Intelligent talent and HR operations” assist “Talent and HR leaders to escalate workforce interpretation while converting HR to produce new grades of interaction value. According to the view of Mullins, F., (2018), Manipulating the strength of “SynOps for Talent and HR they generally construct customer-inspired backgrounds supplied at the point, navigated by digital “engagement, technology, and analytic insights.” Additionally, these come with a possible consideration where they are regarded to be prepared with this contemporary model, “Talent and HR leaders outplay anticipation, maximize acquisitions and boost development and customer knowledge.

Managing and developing the workforce is single top preference of moderators nowadays. According to the suggestion of Shuck et al. (2019), The different ecosystem associates who are completing their preferred skill and profession are opening for marginalized and vulnerable individuals around the planet. They are considered to having skilful and proficient workers is vigorous for organizations to determine and stand escape in this positively competitive and promptly changing planet. In the year of 2013, there was a survey where it demonstrated that a coalition of 500 positively skilled workers from “Accenture trumped dozens of groups and translated the enrollment problem in only “six weeks, resulting in Accenture securing a five-year, $563 million contract for the continuing services and supervision for the national administration. There are certain processed online talent resources to notice what additional skills to choose with respect to their regarded field of employment.

Research applicable theories of learning

Behaviourism theory is a theory that is mainly seen to focus on the particular part where they are showing preferred the idea that all behaviours are discovered through relations with the surroundings. According to the view of Suseno and Pinnington, (2018), this learning theory expresses that behaviours are comprehended from the atmosphere, and displays that innate or inherited characteristics maintain very smallish convincing on behaviour. Behaviourism is an essential matter for educators as it evolves to impact how scholars respond and conduct in the classroom, and advances that tutors could directly affect how their learners act.

Cognitive theory is a learning theory that they are concerned with, particularly as it focuses on how notification is acquired, managed, stored and recovered by the sense. It operates as a knowledge processor, like a computer. Therefore, cognitive examines outside observable conduct, considering learning as an interior mental procedure. It highlights particularly assembling knowledge indicative and supporting learners to manage and relate unused information to living knowledge in remembrance. They are considered to be skilful and proficient workers. It is important for organizations to determine and stand escape in this positively competitive.

Comparison organizations that need to develop their people.

States Accenture McKinsey
size The usefulness of a workforce is generally determined in a pathway to get managed To construct a huge firm that gets to retain and develop outstanding individuals
mission This arrives with an ongoing mission where they are supporting their clients to develop their concerned future ahead They drive them onward to assemble the division goals and equip optimal assistance to the customers.
potential needs To conceive an association that entices, excites, and correspondingly assists in retaining exceptional individuals in the community. They are assisting their customers to assemble substantial and interminable performance advancements.
Working environment Accenture is a prominent place with lots of education opportunities unlike different institutions It is an efficacious and fun location to perform with some amazingly experienced people.

Table 1: Comparing two industries in human resources

(Sources: Self developed)

These firms are compared to represent how they both differ from each other that are generally required to develop people. According to the opinion of Yu, (2020), Accenture encourages a translucent and secure working business irrespective of gender. McKinsey comes up with a work life where each of the sections is permanently there for a few sorts of help and reinforcement. This McKinsey firm arrives with a human resources where nobody would try to assemble or feel descending disregarding of their job profile. McKinsey comes up with a certain understanding as they reflect on the team and sustains colleagues’ knowledge and maturation at every stage of their employment. According to the observation of Armstrong, (2020), Accenture arrives ahead with a displaying point where individuals are providing a beneficial resource to the concerned institution and knowledge on the value or investment of human resources is mainly seen to be worthwhile for making decisions. McKinsey arrived in this human resources with the recruitment of huge strength where they supporting their nominees to search their fit, enticing a multifarious array of aptitudes, and recruiting people who develop consequences and contribute to their combined culture.

Accenture comes with a size in the above table with the usefulness of a workforce is generally determined in a pathway to be managed in human resources. According to the suggestion of Bankins, (2021), McKinsey size is represented in the viewed table with construction of a huge firm that gets to retain and develop outstanding individuals. Accenture's potentials are to conceive an association that entices, excites, and correspondingly assists in retaining exceptional individuals in the community. McKinsey potentials are demonstrating with an assisting their customers to assemble substantial and interminable performance advancements.

Conclusion

It can be concluded from this particular study that the existing workers or employees are so crucial and the management of the company should back them for a longer period. It evolves retention plays a major role in the company's overall success. Not only that, but the recruitment part is also so important in order to fulfill the team of a company. Therefore, developing personal skills and learning abilities will surely help in the part of boosting the motivation and courage factors of the employees. The aspect of having key development factors and at the same time having the personal learning and training factors have evolved as so substantial for the workers to work in an eminent business association.

In current times, the employees or the staff are keen to know new advancing and prospering things or prospects in terms of achieving and gaining more personal knowledge and understanding the facts about the development relating to the professional career and learning and training facts for the personal development. There should be a major quality of having the potential to dictate the staff in a proper and effective manner. It is mostly noticed that the employee's or worker's attitude towards their particular work for the transition and personal learning growth for the sake of their professional development. It is quite valid that it is on the positive direction of the employees towards their suitable approach to the key or major development in their career prospects and also to the key or major factors in their personal growth in learning and training.

References

Journals

Armstrong, M., 2020. Strategic human resource management: A guide to action. kogan-page..

Aydogmus, C., 2019. Millennial knowledge workers: The roles of protean career attitudes and psychological empowerment on the relationship between emotional intelligence and subjective career success. Career Development International. https://www.emerald.com/insight/content/doi/10.1108/CDI-06-2018-0165/full/html

Bal, M. and Brookes, A., 2022. How sustainable is human resource management really? An argument for radical sustainability. Sustainability, 14(7), p.4219.

Bankins, S., 2021. The ethical use of artificial intelligence in human resource management: a decision-making framework. Ethics and Information Technology, 23(4), pp.841-854.

Dexter, J.C., 2020. Human resources challenges of military to civilian employment transitions. Career Development International, 25(5), pp.481-500.

Helena Martins, M., Borges, M.L. and Gonçalves, T., 2018. Attitudes towards inclusion in higher education in a Portuguese university. International Journal of Inclusive Education, 22(5), pp.527-542. https://doi.Referencesorg/10.1080/13603116.2017.1377299

Khan, B.Z., 2018. Human capital, knowledge and economic development: evidence from the British Industrial Revolution, 1750–1930. Cliometrica, 12(2), pp.313-341.

Khan, Z., Malik, M.Y., Latif, K. and Jiao, Z., 2020. Heterogeneous effect of eco-innovation and human capital on renewable & non-renewable energy consumption: Disaggregate analysis for G-7 countries. Energy, 209, p.118405.

Ma, Q.K., Mayfield, M. and Mayfield, J., 2018. Keep them on-board! How organizations can develop employee embeddedness to increase employee retention. Development and Learning in Organizations: An International Journal, 32(4), pp.5-9. https://www.emerald.com/insight/content/doi/10.1108/DLO-11-2017-0094/full/html?journalCode=dlo&amp=&utm_campaign=Emerald_HR_PPV_November22_RoN

Mullins, F., 2018. HR on board! The implications of human resource expertise on boards of directors for diversity management. Human resource management, 57(5), pp.1127-1143.

Rigby, C.S. and Ryan, R.M., 2018. Self-determination theory in human resource development: New directions and practical considerations. Advances in Developing Human Resources, 20(2), pp.133-147. https://doi.org/10.1177/1523422318756954

Rodríguez-Sánchez, J.L., González-Torres, T., Montero-Navarro, A. and Gallego-Losada, R., 2020. Investing time and resources foReferencesr work–life balance: The effect on talent retention. International journal of environmental research and public health, 17(6), p.1920. https://doi.org/10.3390/ijerph17061920

Shuck, B., Alagaraja, M., Immekus, J., Cumberland, D. and Honeycutt?Elliott, M., 2019. Does compassion matter in leadership? A two?stage sequential equal status mixed method exploratory study of compassionate leader behavior and connections to performance in human resource development. Human Resource Development Quarterly, 30(4), pp.537-564.

Suseno, Y. and Pinnington, A.H., 2018. Building social capital and human capital for internationalization: The role of network ties and knowledge resources. Asia Pacific Journal of Management, 35, pp.1081-1106.

Swanson, R.A., 2022. Foundations of human resource development. Berrett-Koehler Publishers. https://books.google.co.in/books?hl=en&lr=&id=XQI_EAAAQBAJ&oi=fnd&pg=PP1&dq=Developing+Human+Resources&ots=T6LiiBPSF0&sig=1iLyhIhf71VedeD04bomwyg5dho&redir_esc=y#v=onepage&q=Developing%20Human%20Resources&f=false

Yu, W., Chavez, R., Feng, M., Wong, C.Y. and Fynes, B., 2020. Green human resource management and environmental cooperation: An ability-motivation-opportunity and contingency perspective. International Journal of Production Economics, 219, pp.224-235.

Zaharee, M., Lipkie, T., Mehlman, S.K. and Neylon, S.K., 2018. Recruitment and Retention of Early-Career Technical Talent: What Young Employees Want from Employers A study of the workplace attributes that attract early-career workers suggests that Millennials may not be so different from earlier generations. Research-Technology Management, 61(5), pp.51-61. https://doi.org/10.1080/08956308.2018.1495966

35% OFF
Get best price for your work
  • 54000+ Project Delivered
  • 500+ Experts 24*7 Online Help

offer valid for limited time only*

×