Human resource development is comparatively a young intellectual discipline. An old deeply rooted field of practice within an organization.
In Helping Hand for Veterans, the approaches to human resource development hypothesis and performance are highly rooted in the organizations improvement and progressing methods (Gilbert, 1978). However, retraining of the Helping Hand for Veterans work force is a fundamental human resource approach toward attaining the organization’s goal.
Incontestably, the role and practices of Helping Hand for Veterans human resource development is true for both individuals and organizations, despite that, they may not be synchronized towards the adjustment of time. Though, the development of people and systems is a difficult issue and they are infrequent. If they were in sync, the need for Helping Hand for Veterans human resource development would be reduced entirely (Gilbert, 1978).
The basic ideas valued in Helping Hand for Veterans human resource development are the growth and improvement programs of individuals, organizations, and governments.
Nevertheless, the role of human resource development is to promote reformation of work, strengthening management for achievement, developing team efficiency, and structuring Helping Hand for Veterans staffs’ interest and dedication to transformation and in support of the organization’s vision and importance.
Helping Hand for Veterans human resource development can promote both business and individuals (Gilbert, 1978). Workers and managers with right experiences and skills may improve organizational aggressive and willingness to compete within the environment together with the aptitude to adjust to the changing environment. In the practice of development, employees’ objectives may progress and achieve new or different goals for the organization.
The supervision of human resources in the human services has become progressively more complex and expresses the rising difficulty in the working environment. The role of Helping Hand for Veterans human resource development is an issue that requires an innovative and accommodative process in the work place. The supervisors at Helping Hand for Veterans are experts responsible for supervision and assessing the employees’ performance (Aragon, & Hatcher, 2001).
Managerial supervisors may be called unit managers, program coordinators, top level administrators, and associate directors. Their responsibility requires that they be informed about a wide ray of issues, such as new legislation and new technology, among others. They should also interview the Veterans after the initial screening to ensure that there exist a correspondence between the requirements of the staffs and that of the supervisor. These processes of supervision in the field of human resource development should stipulate the clarification.
Aragon, S.R., & Hatcher, T. (Eds). (2001). Ethics and integrity in HDR: Case studies in research and practice. Advances in Developing Human Resources, 3(1).
Gilbert, T. F. (1978). Human Competence: Engineering Worthy Performance. New York: McGraw-Hill.