change and not just reactive and piecemeal intervention in response to some issue. Beer
and Spector establish the link of HRD and business strategy as:
HRD can only be strategic if it is incorporated into the overall corporate
business strategy. It is in this way that the HRD function attains the status
it needs to survive and to have a long term impact on overall business
performance and respond to significant competitive and technological
pressures (1989, p.11)Walton has defined strategic HRD as:
Strategic Human Resource Development involves introducing,
eliminating, modifying, directing and guiding process in such a way that
all individuals and teams are equipped with the skills, knowledge and
competencies they require to undertake current and future tasks required
by the organization ( 2006, Pg. 533)Wilson (2005) has highlighted the role of strategic HRD as facilitator in the following
aspects:
- Responding to challenges and opportunities through HRD intervention.
- Keeping the individuals, supervision, line managers and top managers informed
of their roles helping them participate in HRD processes. - Providing operational guidelines and the objective of HRD interventions.
- Providing information about HRD interventions and opportunities of learning for
the individuals. - Relating organizational objectives and HRD functions
- Identification of skills and knowledge gaps for new employees joining the
organization. - Continuous assessment of employee capabilities to support in their career
advancement and organizational growth.