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Human Resource Development

Human resource development (HRD) ensures organizations have adequate human resources to achieve goals effectively through training, which helps employees perform current jobs, and development, which prepares managers for future roles. HRD is a continuous process that matches employee knowledge and skills with organizational objectives. It develops key competencies for current and future job performance. However, HRD in developing countries faces challenges like a lack of training, limited organizational development, and weak public sector management capacity. In Sub-Saharan Africa specifically, there are issues with developing skills and effectively utilizing available human resources. Ethiopia recognizes the importance of building HR capacity for successful policy implementation but its civil service still struggles with inefficiency and poor service delivery partly due to limited focus on HRD

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101 views2 pages

Human Resource Development

Human resource development (HRD) ensures organizations have adequate human resources to achieve goals effectively through training, which helps employees perform current jobs, and development, which prepares managers for future roles. HRD is a continuous process that matches employee knowledge and skills with organizational objectives. It develops key competencies for current and future job performance. However, HRD in developing countries faces challenges like a lack of training, limited organizational development, and weak public sector management capacity. In Sub-Saharan Africa specifically, there are issues with developing skills and effectively utilizing available human resources. Ethiopia recognizes the importance of building HR capacity for successful policy implementation but its civil service still struggles with inefficiency and poor service delivery partly due to limited focus on HRD

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Human Resource Development (HRD) is an important function of human resource management.

It ensures that organizations have adequate human resources with capabilities needed for
achieving goals effectively. Human resource development is focus on two things such as
training means that helping employees do their present jobs and development that helping
mangers handle future responsibilities. Development seeks to improve experience to handle
future challenges and responsibilities. It is education-oriented, given to managerial employees
who supervise the activities of others. Human resource development is concerned with preparing
employees to work effectively and efficiently in the organization. Human resource development
is a continuous process which matches human knowledge and skill with organizational
objectives (Jacobs and Jones, 1995). Charles (2006) argued that Human resource development
(HRD) as the integrated use of training and career development efforts to improve individual and
organizational effectiveness. HRD also develops key competencies that enable individuals to
perform current jobs and that will allow them to adapt quickly to new challenges and
opportunities (Anyim et al., 2011).

HRD in developing countries has been encountered by problems like: lack of training and career
development, limited organizational development, lack of effective performance appraisal, lack
of employees` motivation and awareness, lack of clear strategies and limited managerial capacity
in the public sector (Habib, 2012). In Sub-Saharan African countries` there are challenges like
lack of training and in the development of skills and the ability to make use of the available
human resources (Anyim, 2012). It can be argued that the public sector needs to increase the
skilled labor pool and to develop communities. This involves the fusion of human resource
development strategies and policies that will be suitable for developing socio-economies in the
region and fasten service delivery.

Coming to Ethiopia, the government recognizes that good sector policies depend on building HR
capacity if it is to be implemented successfully at proposed time. The government identified
inter-dependent programs which led to the creation of a Federal Ministry of Capacity Building
(FMCB) to coordinate and provide strategic guidance to the overall programs especially, HRD.
However, as an empirical study conducted by Gebrekidan (2011), the Ethiopian civil service
faces inefficiency and poor service delivery resulting from limited focus on HRD. Therefore,
different investigations are needed why this so. Though creating favorable condition for HRD is
important to institutional development studies are not conducted in the study areas whether the
regional public intuitions lack HRD or not. Therefore, the purpose of this study will be to assess
HRD practices and challenges in Oromiya Police Commission Metu town police Department.

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