Instruction: Unit VIII Research Paper For the final assignment of this course, you will write a research paper on change in a human resource development (HRD) organization that you work for, or would like to work for. Within your research paper, explain how the following tasks can be accomplished at your chosen organization using competency or case-based decision making training methods: 1. improve productivity (efficiency and effectiveness), 2. improve employee satisfaction with the quality of their work life, 3. improve the ability of the organization to revitalize and develop itself over time, 4. improve organizational processes and outputs, and 5. measure if your improvement efforts are successful. In your explanation, do not simply state your opinion. Include researched evidence to show why your strategies and approaches will be effective. Your research paper must be at least three pages in length, not including the title and reference pages. You are required to use at least two outside sources; one must be from the CSU Online Library. All sources used, including the required readings, must be cited and referenced according to APA guidelines. Reference need to be used: Burkett, H. J. (2008). The ROI (return on investment) of career development: A case study. Paradigm, 12(2), 1. Retrieved from http://go.galegroup.com.libraryresources.columbiasouthern.edu/ps/i.do? p=AONE&sw=w&u=oran95108&v=2.1&it=r&id=GALE %7CA193793133&asid=3f8e5abf05b3c36ce577b6a0327972e7 Hedderly, D. J., & Scott, H. (2015). Measuring the effectiveness of video training through technologybased education. SAM Advanced Management Journal, 80(1), 41-50. Retrieved from http://go.galegroup.com.libraryresources.columbiasouthern.edu/ps/i.do? p=AONE&sw=w&u=oran95108&v=2.1&it=r&id=GALE %7CA418342773&asid=ae11d94d507585a5c297a807207671a3 Lippman, H. (2001). Work/life value can be measured. Business & Health, 19(6), 43-44. Retrieved from http://go.galegroup.com.libraryresources.columbiasouthern.edu/ps/i.do? p=AONE&sw=w&u=oran95108&v=2.1&it=r&id=GALE %7CA76495132&asid=5570e9fad6bcbed73f4b32c1a1fbf18f Moon, E. (2006). Rev up performance measures by overhauling employee training. Public Management, 88(7), 33. Retrieved from http://go.galegroup.com.libraryresources.columbiasouthern.edu/ps/i.do? p=AONE&sw=w&u=oran95108&v=2.1&it=r&id=GALE %7CA149974736&asid=b39d44703fbc3d2d91e00b87e5849696 Change in a Human Resource Development (HRD) of an Organization Introduction The main purpose of human resource development is to achievement an individual's skills, knowledge as well as somebodies abilities in order to come up with a most superior work force that resulting to organization's and individual employees being in a position to accomplish their work goals in service to customers. Human resource development (HRD) which is part of human resource management of an organization is defined as a series of organized activities, procedures as well as task conducted within a specialized defined time in an organization. (resource.com, 2015) . I wish to work for the following are among the improvement that essential to be changed in an organization . If these changes are implemented it will have numerous benefits to both the organization as well as the employees such as improve on productivity, ensuring employee satisfaction and enabling an organization to revitalize and experience life time growth among others. 1. Reforms to be taken to improve productivity Effectiveness and efficiency are the core virtues that employees of every organization need to poses in order to see into improved productivity. These can be achieved by making various changes that include: providing employees training which can be performed in various ways depending on how it suits an organization. Training of employees can be achieved through involving employees on designed classes based on their roles, provision of designed work assignments, field trips, and coaching from the manager's boss or supervisors. This training should be oriented to area of specialization of each employee which will help create efficiency on how employees perform their duties thus improving overall productivity. Change in a Human Resource Development (HRD) of an Organization 2. Changes to improve employee satisfaction with the quality of their work life. Employee satisfaction and improve on the quality of their life is essential in the overall sustains development of an organization. Employee satisfaction can be achieved through HRD by performing analysis and identification of ways in which employees needs can be met. This includes adjustment of employee salary to match with their qualification as well as the overall duties performed by an individual to ensure satisfaction. Also career development of an employee, performance management and development, mentoring, succession planning and even tuition assistance is essential in ensuring employee satisfaction. When an organization work towards improving career development of an individual the employee will have life time satisfaction since besides working for the organization he or she is also building their career life for future roles. 3. Changes to enable an organization to revitalize and develop itself over time For an organization to be in apposition to rejuvenate itself and be in a position to sustain its life time development it is essential to make changes that results to specific culture being adopted. This is dependent largely on the leadership as well as decision making processes. Identification of an organizations weaknesses through HRD is important for making sound decisions on ways of continuously tackling them thus ensuring that organization develops all the time. Also work processes and systems need be redesigned in a way that new employees joining a company are in a position to fit in thus ensuring that an organizations culture is sustained over time. In addition, for an organization to ensure life time development, transparency should be ensured by building strong relationship between the top management and the employees. This will bring sustained development because all the workers in an organization contribute on innovative ways that can be undertaken to ensure sustained growth. Change in a Human Resource Development (HRD) of an Organization 4. Changes to improve organization's processes and outputs Maintaining a sustained standard by which organizations activities are undertaken is essential for improving the overall output of an organization. An organization should develop an organizational culture in which supervisor-subordinate relationships is highly maintained. This encourages collaboration among sub-units which builds strong professional wellbeing, motivation and pride of employees which results in improved organizations output. Team work is also essential in ensuring that the output of an organization is achieved. When workers in an organization are trained to put aside their differences so as to be in a position to work together towards the organizations goal greater output will be achieved. 5. Methods to measure success in the improvement efforts. Evaluation of changes in an organization is important to realize their success. Various parameter metrics and approaches are applied by organization to understand the improvement efforts made. First feedback questionnaires can be administered to the workers to enable gathering of various views. These views can then be analyzed to evaluate if the improvements efforts applied were successful. For example if most employees are happy about the changes it gives an impression that the changes were successful. Also metrics such as observing the general trend of process in the organization can also be a success evaluation metric. If the intended process have changed positively after the changes, it implies that the efforts were successful. Conclusion Generally, Human resource development (HRD)) is essential in determining an organizations success. Changes need to be undertaken continuously in HDR to ensure that the welfare as well Change in a Human Resource Development (HRD) of an Organization as the effectiveness and efficiency of employees is achieved which will in return improve the general development of an organization. References resource.com, H. (2015). Human Resource Development. Retrieved 2016, from http://www.whatishumanresource.com: http://www.whatishumanresource.com/humanresource-development Garavan, T. N. (2007). A strategic perspective on human resource development. Advances in Developing Human Resources, 9(1), 11-30. Ramlall , S. J. (2003). Measuring human resource management's effectiveness in improving performance. People and Strategy, 26(1), 51. Marsick, V. J., & Watkins, K. E. (2003). Demonstrating the value of an organization's learning culture: the dimensions of the learning organization questionnaire. Advances in developing human resources, 5(2), 132-151. Cultural influences on training and development Training and development programs are directly affected by organizational culture. Training, as well as development, assist in optimizing the usage of human resources which in the long run help the workers to achieve the organizational goals together with their individual goals. Training and development help in developing as well as improving the organization culture in any organization via the creation of positive view together with feelings about an organization. (Simosi, 2012) Organization culture tends to create a learning surrounding that enhance creativity as well as innovation. For example, a healthy organizational culture assists the Change in a Human Resource Development (HRD) of an Organization performance of the processes and can increase productivity. An erroneous organization culture, on the other hand, will likely lead to lower production. Cultural continuity and change on organization succession planning Cultural continuity involves the process of the organization continuing with their significant work in the event of leadership transformations. Succession planning is a basic risk management practice. Succession planning takes time but the time investment at present Can tend to produce future benefits if the organization is capable of successfully managing its way via the changes in the organization (Stewart & Laidlaw, 1989). For example, the succession planning concerning an executive director, the departure of the executive director should be planned by the organization, and should include the one that campuses much of lead time as well as the overlap with the incoming director for aiding a smooth hand off of the organization leadership. Another example involves the succession of a manager, and it postulates that a manager ought to make additive changes in the structure of the organization as well as strategy in response to the environment requirements while at the same time maintaining organizational culture. plag by Tif f any Thomas FILE REVISION_PAPER_PUPIL.DOCX (21.28K) T IME SUBMIT T ED 11-DEC-2016 10:18AM WORD COUNT 934 SUBMISSION ID 751332292 CHARACT ER COUNT 5913 plag ORIGINALITY REPORT 6 2 0 3 % % % % SIMILARIT Y INDEX INT ERNET SOURCES PUBLICAT IONS ST UDENT PAPERS PRIMARY SOURCES 1 2 3 4 2 Submitted to Excelsior College % St udent Paper Submitted to Australian Catholic University St udent Paper 1 bankerguide.wordpress.com % Int ernet Source 1 www.jamaicaobserver.com % Int ernet Source EXCLUDE QUOT ES ON EXCLUDE BIBLIOGRAPHY ON EXCLUDE MAT CHES 1 % OFF