Human Resources Case

Human resources (HR) are the most complex yet the greatest asset of an organization. With the changing technology and the change of the content of the job, skills and talent required to perform a job has become very varied with the time. So the organizations expectations of the skills and talent that required from employees also expanded to meet the current trend. HR has vital role today to play in acquiring the right set of skills and maintain it continuously to gain the competitive advantage by facing the market challenges effectively. Therefore the leaders in organizations keep seeking for new and effective ways of managing diverse work force in the changing corporate world. It is argued that developing human capital in an organization leads to better performance. This relationship has highlighted the importance of investment in continuous learning and development requirement to face the challenges in environment. People learn from experience as well as by developing skills, capabilities, behaviors and attitudes. It ensures that the organization has the skilled, knowledgeable and committed work force it needs. So training and development together with many key areas in HR context connected to its peoples have a greater impact on managing people and generating competitive advantage. Therefore the HR in today’s world is pressurized to consistently create value by effective human development strategies. Objective of this paper is to carry out a critical analysis of how investing in people development through encouraging learning and knowledge creation increase capacity of employees skills and abilities that affect organizational performance. Author therefore runs through few key areas of HR practices to see how it’s positive and negative response effect people and organization.

Research Findings

It is certain that organizations operating in the fast moving world understand

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