NAME: JOSIE C.

TOMMONGGAO
SUBJECT: ED311: HUMAN RESOURCE DEVELOPMENT

REFLECTION PAPER #02

I. INTRODUCTION
Human Resource Development is a practice that combines training,
organization development and community development and for the purpose of
improving individual or group. Its purpose is to enhance employee performance and
productivity which leads to employee or customers satisfaction. It composed of four
basic parts; professional development, personal development, performance
administration and organization development.

Human resources (HR) are an important part of many institutions, regardless

of size or industry, organized or not organized, local or international. The HR
department serves as the link between the organization or institution and its
employees—and ensures that both are set up for success. HR managers oversee,
design and implement all processes within the HR department.

II. OBJECTIVES
In this reflection paper, the author wants to highlight the main objectives regarding
the whole discussion. Such objectives are based on the authors knowledge and insights of
the topic. The main objectives are the following:
1. To ensure that the reader will be knowledgeable regarding the topic and that
his/her deep understanding of Human Resource Development (HRD) may lead
him/her to make availability of competent workforce to the institution or
organization.
2. To provide a complete platform for the development of Human Resources in the
organization and to provide a climate for employees to discover, develop, and use
their knowledge for the betterment of the organization.
3. That the reader may understand that effective HR development programs provide
support for current and future employee development. That after reading this
reflection paper, one may meet the needs, aspirations, values and dignity of
individuals/employees and having due concern for the socio-economic problems
of the community and the country.

III. REFLECTION PROPER

Based on the video being presented, HRD is composed of four sections

namely: Professional development; Personal development; Performance administration;
and Organization development. Each of the four sections are related with each other and
their total implementation may lead to an effective Human Resource in an organization
or institution.
Professional and Personal development focus on the growth and welfare of an
individual employee while Performance development and Organization development
focus on the whole welfare and good of the organization.
 Personal development focuses on the development of one’s knowledge, skills
and attitudes that enhance one’s job performance. Professional development focuses its
interest on one’s interest, values and attitudes that develop one’s knowledge, skills and
abilities. It includes both personal and organizational endeavors. Performance
administration or management is an approach used for organizational performance, it
ensures that the individual has knowledge and skills to perform their jobs well.
Organization development is defined as recognizing and creating and implementing a
solution to organization’s weakness and performance to routine efforts.

The aim of Human Resource Development is to improve learning and

performance on both individual and organizational levels. This may include furthering
the personal goals of employees and the broad goals of the organization, so both may
benefit from the relationship. HRD also identifies problems within these areas and helps
to develop systems to address them.

A background in human resource development may prepare a person for

specialized training, instructional design, program development, and general HR
positions. For example, training and development specialists are in charge of designing
manuals, online learning modules, and course materials for onboarding employees. They
may also assess employee needs through surveys or help evaluate training programs.
Likewise, training and development managers are concerned with the macro-level
training goals of an organization. They may supervise specialists and oversee training
programs, staff members, and budgets.

The four sections of Human Resource Development are necessary in order to

carry out a well-organized and competent organization. They serve as the guiding factors
in selecting and training employees so that an organization may achieve its goal.

In an educational institution like our school at Malagnat National High School,

the school head should remember that she plays a big role in checking the performances
of her teachers based on their physical or actual performance. We cannot deny the fact
that some teachers lack skills in certain field yet they are being credited with high ratings
because they completed the “paper requirements” in order to be promoted in a higher
position. This is a flaw in a certain educational institution which must be abolished. Such
flaws in an educational institution can be eradicated thru implementing our knowledge of
Human Resource Management based on the video that we have just watched.

IV. CONCLUSION
Human resource development is primarily concerned with training employees
and aligning their personal development goals with the broader goals of the organization
or business. Its purpose is to enhance employee performance and productivity which
leads to employee or customers satisfaction. It composed of four basic parts; professional
development, personal development, performance administration and organization
development.
HRD entails providing workers with skills and relevant knowledge that may
help them to grow in the workplace. It enhances the employee’s knowledge, skills and
abilities in order to achieve the organization’s goals.
From the foregoing, Human Resource Development is vital to the
organization’s goal of achieving a globally competent institution or establishment. The
 enhanced knowledge, skills and trainings of employees as well as good discipline
contribute to the organization’s good or competent performance.

V. RECOMMENDATION
The author is convinced that employers of a business organization or
employers of any institution or establishment must adopt the four sections of Human
Resource Development in order to maintain or achieve a quality performance which may
compete globally.

The author wants to emphasize the importance of knowing the importance of

Human Resource Development and that one must have sufficient knowledge of the four
sections namely: Professional development; Personal development; Performance
administration; and Organization development for the competent hiring of workers in
order to achieve the vision and mission of the organization.

VI. REFERENCES

Caruso, S. (2018), Human Resource Development, (YouTube Channel). https://youtube.com/watch?

v=9o0NwRBRvj4&feature=share

Swart, J. (2005), Human Resource Development. Routledge, 279 (396).

https://www.routledge.com/Human-Resource-Development/Swart-Mann-Brown-Price/p/
book/9780750662505