Strategic Role of HRD in Employee Skill Development: An Employer Perspective

Khalid Rasheed Memon

doi:doi:10.11648/j.jhrm.20140201.15

| Peer-Reviewed |

Strategic Role of HRD in Employee Skill Development: An Employer Perspective

Khalid Rasheed Memon

Received: 9 March 2014 Accepted: 8 April 2014 Published: 10 April 2014

Views: Downloads:

Download PDF

Share This Article

Twitter
Linked In
Facebook

Abstract

Literature shows that an employee’s skill development is dependent on its HR Department, especially in today’s dynamic and uncertain environment, it is very important that HRD activities should be carried out in the organization while paving the way for future sustainability and to cope with the challenges / competition of global arena. In this regards, HRD role could be effective only if the employer is interested to invest on employee skill development. What exactly is employer’s perspective is the motive of this paper to be explored while focusing Pakistani Manufacturing Industry included in KSE-100 Index. The paper is based on presenting the employers’ perspective through secondary data of 20 manufacturing units of Pakistan from KSE-100 index; though, theoretical view has also been organized. Strategic role of HRD, employee skill development, employer perspective generally and then focusing Pakistani employers through literature insights are argued thoroughly. However, interconnection between HRD’s role and employee skill development and employer has been the focus of this paper while highlighting its importance and effect. Moreover, the behavior and attitude of Pakistani Employer has been discussed practically while showing the current behavior and needs for improvement on investing on employees. Additionally, Employer’s perspective hasn’t been discussed earlier in the literature, especially focusing Pakistani Industry which opens new horizon for researchers to focus, an emerging market of developing country.

DOI	10.11648/j.jhrm.20140201.15
Published in	Journal of Human Resource Management (Volume 2, Issue 1, February 2014)
Page(s)	27-32
Creative Commons	This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.
Copyright	Copyright © The Author(s), 2024. Published by Science Publishing Group

Keywords

Strategic HRD, Employee Skill Development, Sustainability, Human Capital

References

[1]	Becker, G. S., 1994. Human Capital: A Theoretical and Empirical Analysis with Special Reference to Education. The University of Chicago Press.
[2]	Chien-Chi, T, Gary. N. M, 2008. Strategic HRD practices as key factors in organizational learning. Journal of European Industrial Training , 418-432.
[3]	David O’Donnell, Thomas. N., 1997. Viewpoint: Linking training policy and practice to organizational goals. Journal of European Industrial Training, 301-309.
[4]	Dyer, N. W., 2004. Human Capital and Learning as a Source of Sustainable Competitive Advantage. Strategic Management Journal , 1155–1178.
[5]	Fredrick M. N, Nancy. H. Kit, B., 2004. Human Capital Theory: implications for human resource development. Human Resource Development International , 545-551.
[6]	GAO., 1999. Major Management Challenges and Program Risks: A Government wide perspective. Washington D.C: United States General Accounting Office.
[7]	Garavan, T.N, David, O., 1997. New perspectives on skill, learning and training: a viewpoint. Journal of European Industrial Training , 131-137.
[8]	Iftikhar, H. S, Muhammad. A, Fazulur. R., 2010. Structure of Technical Education and Vocational Training in Pakistan. Journal of Technical Education and Training , 63-75.
[9]	Iftikhar, H. S, 2011. Situational Analysis of Vocational of Technical Education in Pakistan. Journal of Technical Education and Training , 53-62.
[10]	Kemal, A. R., 2005. Skill Development in Pakistan. The Pakistan Development Review , 349-357.
[11]	Kenneth, B., Karren. J and Ingrid, E. S, 2006. A Comparative Study of Strategic HRD Approaches for Workforce Planning in the Tourism Industry . Minnesota.
[12]	Lam, I. W., 2000. Stakeholder involvement in strategic HRD aligning: the impact on HRD effectiveness. International Journal of Training and Development , 98-110.
[13]	Luoma, M., 2000. Investigating the link between strategy and HRD. Personnel Review , 769-790.
[14]	Nerdrum, L., 2001. Intellectual Capital: a human capital perspective. Journal of Intellectual Capital , 127-135.
[15]	Noreen, H., Micheal. J. M, 1999. Human Resource Development in Ireland: Organizational Level Evidence. Journal of European Industrial Training , 21-33.
[16]	Torroco, R. J, SwansonR. A, 1995.The Strategic Roles of Human Resource Development. Human Resource Planning, 10-21
[17]	Sultan, A. A, Abdul, G. Abdul, M. N, 2005. Investigations into the Human Resource Development Status and its Impact on Farm Output in Rural Areas of District Jhang, Pakistan. Journalof Agriculture& Social Sciences , 10-13.
[18]	Thomas L. W., J. D., 2009. Concepts in Strategic Management and Business Policy. Prentice Hall.
[19]	Thomas, N. G., Bridie. B, Fiachra, O, 1999. Management Development: contemporary trends, issues and strategies. Journal of European Industrial Training , 191-207.
[20]	Thomas, N. G., Micheal. M, Patrick, G. Eammon, C., 2001. Human Capital Accumulation: the role of Human Resource Development. Jounal of European Industrial Training , 48-68.
[21]	Aurora T., 2002. On The Link Between Human Capitaland Firm Performance. Portugal: FEP .
[22]	Thomas, N. G., P, C. N, H.,1995. The emergnence of strategic Human Resource Development. Journal of European Industrial Training , 4-10.
[23]	Thomas, N. G., Micheal. M, Patrick, G. David, M.,2002. Human Resource Development and workplace learning: emerging theoritical perspectives and organizational practices. Journal of European Industrial Training , 60-71.
[24]	Waldman, R. G., 2003. Task Specific Human Capital. Task Specific Human Capital . AEA Papers and Proceedings.
[25]	Wallace, M. M., 2000. Towards a redefination of strategic HRD. Journal of European Industrail Training , 281-290.
[26]	Geraldine, O, John, E.T., 1999. The development of Irish HRD professionals in comparison with European professionals: roles, outputs and competencies. International Journal of Training and Development, 250-268
[27]	T. V. R, Raju. R and Taru. Y., 2007. A Study of HRD Concepts, Structure of HRD Departments and HRD Practices in India. Vikalpa, 49-63
[28]	Jelena, V. Đ., 2009. Development of Human Resources as Strategic Factors of the Companies’ Competitive Advantage. Economics and Organization, 59 – 67
[29]	Alma, M. M, Thomas, N. G., 2007. Understanding acceptance of multisource feedback for management development. Personnel Review , 903 - 917.
[30]	Ian, S., 2003. Continuing professional development and workplace learning 5: human resource development – a strategic imperative. Library Management, 443 – 445

Cite This Article

Plain Text BibTeX RIS

APA Style

Khalid Rasheed Memon. (2014). Strategic Role of HRD in Employee Skill Development: An Employer Perspective. Journal of Human Resource Management, 2(1), 27-32. https://doi.org/10.11648/j.jhrm.20140201.15

Copy | Download

ACS Style

Khalid Rasheed Memon. Strategic Role of HRD in Employee Skill Development: An Employer Perspective. J. Hum. Resour. Manag. 2014, 2(1), 27-32. doi: 10.11648/j.jhrm.20140201.15

Copy | Download

AMA Style

Khalid Rasheed Memon. Strategic Role of HRD in Employee Skill Development: An Employer Perspective. J Hum Resour Manag. 2014;2(1):27-32. doi: 10.11648/j.jhrm.20140201.15

Copy | Download

@article{10.11648/j.jhrm.20140201.15,
  author = {Khalid Rasheed Memon},
  title = {Strategic Role of HRD in Employee Skill Development: An Employer Perspective},
  journal = {Journal of Human Resource Management},
  volume = {2},
  number = {1},
  pages = {27-32},
  doi = {10.11648/j.jhrm.20140201.15},
  url = {https://doi.org/10.11648/j.jhrm.20140201.15},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.jhrm.20140201.15},
  abstract = {Literature shows that an employee’s skill development is dependent on its HR Department, especially in today’s dynamic and uncertain environment, it is very important that HRD activities should be carried out in the organization while paving the way for future sustainability and to cope with the challenges / competition of global arena. In this regards, HRD role could be effective only if the employer is interested to invest on employee skill development. What exactly is employer’s perspective is the motive of this paper to be explored while focusing Pakistani Manufacturing Industry included in KSE-100 Index. The paper is based on presenting the employers’ perspective through secondary data of 20 manufacturing units of Pakistan from KSE-100 index; though, theoretical view has also been organized. Strategic role of HRD, employee skill development, employer perspective generally and then focusing Pakistani employers through literature insights are argued thoroughly. However, interconnection between HRD’s role and employee skill development and employer has been the focus of this paper while highlighting its importance and effect. Moreover, the behavior and attitude of Pakistani Employer has been discussed practically while showing the current behavior and needs for improvement on investing on employees. Additionally, Employer’s perspective hasn’t been discussed earlier in the literature, especially focusing Pakistani Industry which opens new horizon for researchers to focus, an emerging market of developing country.},
 year = {2014}
}

Copy | Download

TY  - JOUR
T1  - Strategic Role of HRD in Employee Skill Development: An Employer Perspective
AU  - Khalid Rasheed Memon
Y1  - 2014/04/10
PY  - 2014
N1  - https://doi.org/10.11648/j.jhrm.20140201.15
DO  - 10.11648/j.jhrm.20140201.15
T2  - Journal of Human Resource Management
JF  - Journal of Human Resource Management
JO  - Journal of Human Resource Management
SP  - 27
EP  - 32
PB  - Science Publishing Group
SN  - 2331-0715
UR  - https://doi.org/10.11648/j.jhrm.20140201.15
AB  - Literature shows that an employee’s skill development is dependent on its HR Department, especially in today’s dynamic and uncertain environment, it is very important that HRD activities should be carried out in the organization while paving the way for future sustainability and to cope with the challenges / competition of global arena. In this regards, HRD role could be effective only if the employer is interested to invest on employee skill development. What exactly is employer’s perspective is the motive of this paper to be explored while focusing Pakistani Manufacturing Industry included in KSE-100 Index. The paper is based on presenting the employers’ perspective through secondary data of 20 manufacturing units of Pakistan from KSE-100 index; though, theoretical view has also been organized. Strategic role of HRD, employee skill development, employer perspective generally and then focusing Pakistani employers through literature insights are argued thoroughly. However, interconnection between HRD’s role and employee skill development and employer has been the focus of this paper while highlighting its importance and effect. Moreover, the behavior and attitude of Pakistani Employer has been discussed practically while showing the current behavior and needs for improvement on investing on employees. Additionally, Employer’s perspective hasn’t been discussed earlier in the literature, especially focusing Pakistani Industry which opens new horizon for researchers to focus, an emerging market of developing country.
VL  - 2
IS  - 1
ER  -

Copy | Download

Author Information

Khalid Rasheed Memon

Department of Management Sciences,Experienced HR Professional and Mphil Student at Lahore Leads University, Lahore, Pakistan

Download PDF

Sections

Plain Text BibTeX RIS

APA Style

Khalid Rasheed Memon. (2014). Strategic Role of HRD in Employee Skill Development: An Employer Perspective. Journal of Human Resource Management, 2(1), 27-32. https://doi.org/10.11648/j.jhrm.20140201.15

Copy | Download

ACS Style

Khalid Rasheed Memon. Strategic Role of HRD in Employee Skill Development: An Employer Perspective. J. Hum. Resour. Manag. 2014, 2(1), 27-32. doi: 10.11648/j.jhrm.20140201.15

Copy | Download

AMA Style

Khalid Rasheed Memon. Strategic Role of HRD in Employee Skill Development: An Employer Perspective. J Hum Resour Manag. 2014;2(1):27-32. doi: 10.11648/j.jhrm.20140201.15

Copy | Download

@article{10.11648/j.jhrm.20140201.15,
  author = {Khalid Rasheed Memon},
  title = {Strategic Role of HRD in Employee Skill Development: An Employer Perspective},
  journal = {Journal of Human Resource Management},
  volume = {2},
  number = {1},
  pages = {27-32},
  doi = {10.11648/j.jhrm.20140201.15},
  url = {https://doi.org/10.11648/j.jhrm.20140201.15},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.jhrm.20140201.15},
  abstract = {Literature shows that an employee’s skill development is dependent on its HR Department, especially in today’s dynamic and uncertain environment, it is very important that HRD activities should be carried out in the organization while paving the way for future sustainability and to cope with the challenges / competition of global arena. In this regards, HRD role could be effective only if the employer is interested to invest on employee skill development. What exactly is employer’s perspective is the motive of this paper to be explored while focusing Pakistani Manufacturing Industry included in KSE-100 Index. The paper is based on presenting the employers’ perspective through secondary data of 20 manufacturing units of Pakistan from KSE-100 index; though, theoretical view has also been organized. Strategic role of HRD, employee skill development, employer perspective generally and then focusing Pakistani employers through literature insights are argued thoroughly. However, interconnection between HRD’s role and employee skill development and employer has been the focus of this paper while highlighting its importance and effect. Moreover, the behavior and attitude of Pakistani Employer has been discussed practically while showing the current behavior and needs for improvement on investing on employees. Additionally, Employer’s perspective hasn’t been discussed earlier in the literature, especially focusing Pakistani Industry which opens new horizon for researchers to focus, an emerging market of developing country.},
 year = {2014}
}

Copy | Download

TY  - JOUR
T1  - Strategic Role of HRD in Employee Skill Development: An Employer Perspective
AU  - Khalid Rasheed Memon
Y1  - 2014/04/10
PY  - 2014
N1  - https://doi.org/10.11648/j.jhrm.20140201.15
DO  - 10.11648/j.jhrm.20140201.15
T2  - Journal of Human Resource Management
JF  - Journal of Human Resource Management
JO  - Journal of Human Resource Management
SP  - 27
EP  - 32
PB  - Science Publishing Group
SN  - 2331-0715
UR  - https://doi.org/10.11648/j.jhrm.20140201.15
AB  - Literature shows that an employee’s skill development is dependent on its HR Department, especially in today’s dynamic and uncertain environment, it is very important that HRD activities should be carried out in the organization while paving the way for future sustainability and to cope with the challenges / competition of global arena. In this regards, HRD role could be effective only if the employer is interested to invest on employee skill development. What exactly is employer’s perspective is the motive of this paper to be explored while focusing Pakistani Manufacturing Industry included in KSE-100 Index. The paper is based on presenting the employers’ perspective through secondary data of 20 manufacturing units of Pakistan from KSE-100 index; though, theoretical view has also been organized. Strategic role of HRD, employee skill development, employer perspective generally and then focusing Pakistani employers through literature insights are argued thoroughly. However, interconnection between HRD’s role and employee skill development and employer has been the focus of this paper while highlighting its importance and effect. Moreover, the behavior and attitude of Pakistani Employer has been discussed practically while showing the current behavior and needs for improvement on investing on employees. Additionally, Employer’s perspective hasn’t been discussed earlier in the literature, especially focusing Pakistani Industry which opens new horizon for researchers to focus, an emerging market of developing country.
VL  - 2
IS  - 1
ER  -

Copy | Download