Human Resource Development in Parliament Secretariat: An Overlooked Agenda
A secretariat can be no more effective than the personnel who administer it. An effective parliament is too much to expect without strong parliamentary secretarial support. Various diagnostic studies reveal that in post-political transition societies ther
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Human Resource Development in Parliament Secretariat: An Overlooked Agenda
Conceptual Definition of HRM and HRD HRM refers to the art of managing all aspects of personnel employed in an organization. It encompasses the whole process of organization management: recruitment, selection, induction, training, compensation, performance appraisal, employee development, and so on. It is geared to creating an efficient organization by providing an enabling environment for employees to fully and freely utilize their skills to the best of their potential in order to achieve the organization’s intended output. HRM is focused on policies and systems that manage people within organizations. In doing so, it operates consistent with the broader rules and regulations of the government. To look at HRM more specifically, it is a process consisting of four functions—acquisition, development, motivation, and maintenance of human resources. The duties of the HRM department are to plan and coordinate the organization’s use of employee talent (Nadler 1984). HRD involves employee training, employee development, succession planning, talent management, and so forth (http://www.citehr. com/184771-difference-between-hrm-hrd.html). It is a framework that focuses on developing the personal skills, knowledge, and abilities of staff to achieve organizational aims and objectives. It is a the component of HRM that focuses on the augmentation of employees’ skills. Organizations need manage changing expectations and that necessarily requires increased capacity of the staff to do that. Every organization needs specific types of knowledge and skills that cannot simply be made readily available through © The Author(s) 2019 A. T. M. Obaidullah, Institutionalization of the Parliament in Bangladesh, https://doi.org/10.1007/978-981-10-5317-7_8
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recruitment. Moreover, hiring new employees is a time consuming and costly process. That is why most organizations employ a HRD strategy to scale up the efficiency profile of personnel to shoulder new responsibility and be equipped to progress within the organization. HRD is engaged in developing a superior workforce for the organization in general and individual employees to help achieve that organization’s overall objectives and meet customer service needs (https://www.linkedin.com/pulse/difference-between-hrd-hrm-shahir-ahmed). With this in mind, the HRM department will continually identify strengths and weaknesses of different employees and devise training programs to compensate deficiencies. In short, “HRM deals with all aspects of human resource functions and HRD is a sub section of HRM concerned with skill enhancement of the staff” (http://www.differencebetween.net/business/difference-between-hrmand-hrd). No administration can be better than the men and women who administer it. Workforce management as a responsibility of the organization itself is relatively new concept and practice, and evolves with the transformation of a state from underdeveloped to developed. HRM is concer
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