文献出处：Arnold D E. What is the purpose of human resource development? The purpose of human resource development is to improve organizational performance [J]. New directions for adult and continuing education, 2015, 12(2): 12-22 原文
What is the purpose of human resource development? The purpose of human resource
development is to improve organizational performance
D E Arnold
Introduction
Effective organizations recognize that in the various factors that affect performance, human factor is obviously the most important, no matter what size or nature of an organization, success or not depends on the decisions, and according to the decisions taken by the behaviour. Strategic human resource management mode of organization performance management, emphasizing on employee performance, but its purpose is to achieve better organizational performance. The core of performance management goal is to develop the potential of employees, improve the level of their performance, the employee's personal goals and combined with the enterprise strategy, establish enterprise competitive advantage, and improve the organizational performance. Literature review
MacDuffie (1995), when human resource practices to satisfy the following three conditions, can make contribution to improve the organizational performance: one is the employees have managers lack the knowledge and skills: second, employees are motivated to use the knowledge and skills. Three is when employees in efforts to use the knowledge and skills, employee organization strategic target to get. And satisfy the three conditions of human resources practice means that it must revolve around organizational strategy, human resource practices must be coordination and interaction. Also only in this way, can get and stimulate the employees necessary to achieve organizational goals. Such a practice with the strategic human resources management.
Gilley & England (1989) of the definition of human resource development: arranged in a planned way of learning activities in the organization, to improve performance and promote employees' personal growth, it should be by personal development, career development, organization development on the combination of three structure faces, through integration of training, education and development of the three, to provide learning activities, improve personal knowledge, skills, and to meet the need of personal and professional. Nadler (1989) in the study, points out that human resources development is to point to, in a certain period of time, provided by the employer of a planned learning activities, is a kind of purposeful learning, to achieve the organization performance may improve, or at risk of personal growth. The study referred to in the learning activities for training, education and development. For the learning of the learning activity called training; Use learning activities for the future may be called education; if just want to have a basic understanding and learning activities as the development of the concept.
Swanson (1995) argue that human resource development is a process, through the development of organization development and individual development and liberation of people's specialized knowledge or technology, to improve performance. Which the study and development of individuals and organizations and individual and organizational performance improvement is the core human resources development of the two clues, most people see it as a partner to pursues the success; While Swanson (1995) also tend to see human resources development as a process or a system, in open view to look at, can be combined with different people at different times, and will be located in human resource development in various areas such as belonging to inside and outside the organization. Snyder, Raben & Ferr (1980) on the basis of the theory of behavioral science related technical or, enhance the value of people, and see it as a resource of the organization. This view is focused on people is the most valuable resource in the organization, and think that behavioral sciences has provided many solutions and skills to promote the effective use of human resources. Therefore, behavior science and technology can be applied to intervene to change people's behavior, will affect organizational performance.
MacDuffie (1995) argue that organizations besides needs employees with high skill levels, also need to staff is willing to show is the spontaneity of organization behavior, because without the employees incentive, even if the employees have high skills, work efficiency is limited (Huselidu 1995), so the high performance organization needs to have highly motivated employees, its willingness to spontaneous cooperation organization objective (Wright & Snell, 1991).HuseUdC 1995) empirical research also points out that enterprise human resource management activities related to two performance levels at least: when a good human resource management measures to make the employees try to unconditionally (Commitment) increase, expected high organizational Commitment of employees will directly affect the turnover rate and personal productivity and other intermediary output; When investment better paid more than the cost of human resource management, employee turnover rate is low and large productivity can increase the enterprise's financial performance.
McLagan (1989) argue that organizational development is a major human resource requirements to the organization, strategies, and basic principle for decision-making. The respectively from two aspects of internal and external relations to explore: internal relations: organizational leaders attach importance to and the relationship among the members of the organization. External relations: focuses on internal work not only, more should pay attention to the relations with the outside, it includes: the relationship between relations, between the government and other organizations and the relationship between community and so on three aspects. HRD in organization and performance improvement
Through regression analysis found that employees perceive human resources development in the organization development impact on not the service performance, the other two factors career development and education training a positive impact on organizational performance. The employees' perception of employee career development of human resources development the more sufficient, service the higher the equivalent of the organization. Employees perceive the organization's human resources development in the education training work to do, the better, the higher the