Theories and Philosophies of Human Resources Development

In this course, I learned a lot about Human Resources Development (HRD). I now understand better the history of human resource development, the various theories and concepts of human resource development, and the skills related to the analysis of the processes related to the organization's human assets and human capital development I will. Human assets are skills and abilities that employees and other members of the organization add to the organization as a whole. Some human assets are very precious.

The theory of human development comes from ancient philosophy and early economic theory. Aristotle points out that "wealth is not clearly the benefit we want, for it only serves other things," Adam Smith and Carl Marx are interested in human ability. That theory became increasingly important in the 1980's from the perspective of his development of Amartyasen and his human resources who played a role in his 1998 Nobel prize for economics. The famous early economists who developed the concept of modern human development theory are Mahbub ul Haq, ÜnerKirdar and Amartya Sen. The human development index developed for the United Nations Development Program (UNDP) comes from this early study. In 2000, Sen and Sudhir Anand announced the remarkable development of this theory to tackle the problem of sustainability.

Initially, with the establishment of human resources theory, people management increased with the development of industry, then gradually matured. In general, personnel management, personnel management (HRM), and strategic personnel management (SHRM) are divided into three phases and are recently preferred. In the personnel management stage before the 1980's, it was a small task, independent, and belonged to the company's plan (Storey, 1993). It is limited to very few tasks such as recruitment, selection, assignment, payment, file management and so on. All of these activities are short-term and are carried out within the Human Resources department. It had nothing to do with corporate strategy or senior management. Administrators just work in order, always follow administrators and organizations

According to Truss et al. (1997) Human resource management development in human resource management has produced several models and theories. The two most commonly used personnel management models are 'hard' and 'soft' forms. These are based on various analysis and thinking about management plan and human personality. "Soft" and "hard" models are used in the human resources planning of the ASDA and Tesco organizations. This is most important in organization development. The "hard" model and "soft" model of HRM are explained below.