What is Human Resources Development for Agribusiness?
The framework for assisting employees in developing their organizational and personal skills, knowledge, and talents is known as human resource development. Training, career development, performance management, mentoring, succession planning, identifying key employees, financial aid for education, and organization development are all examples of human resource development options. The purpose of all facets of human resource development is to create the best workforce possible so that the company and individual employees may achieve their professional objectives in support of consumers.
Formal human resource development can take the shape of classroom instruction, a college course, or a carefully organized organizational change initiative. Human resource development can also take the informal form of manager-led staff coaching. All of these are covered by healthy organizations, that also believe in human resource development. The organizational function known as human resource management (HRM) is responsible for hiring, supervising, and directing all of the individuals that work there. Line managers are also capable of handling human resource management.
The organizational function known as “human resource management” (HRM) is responsible for handling matters relating to people, including pay, hiring, performance management, organization development, safety, wellness, and benefits. HRM also handles employee motivation, communication, administration, and training. The combination of historically administrative personnel responsibilities with performance management, employee relations, and resource planning is referred to in many firms as “human resources.” Concepts created in industrial/organizational psychology are used in this field. Depending on the situation, there are at least two related interpretations of human resources. The term “labor” was first used in political economy and economics, where it was one of the four components of production. The term “personnel” is used increasingly frequently in corporations and enterprises to refer to both the people who work there as well as the department within the company that handles hiring, firing, training and other personnel-related concerns.
The modern analysis emphasizes that people are not “commodities” or “resources,” but rather creative and social individuals who contribute to society and civilization in ways that go beyond mere “work.” In microeconomics, the term “firm-specific human capital” has come to symbolize the meaning of the term “human resources” as the term “human capital” has grown to encompass some of this intricacy.
Measures of output from manufacturing processes, per unit of input, are referred to as productivity in economics. For instance, the output-to-labor-hour ratio is a common way to measure labor productivity. The technical or engineering efficiency of production can be measured using the term “productivity.” As a result, emphasis is placed on quantitative metrics of input and occasionally output. Productivity differs from allocative efficiency measurements, which consider the value of the output and the cost of the inputs utilized, as well as from profitability measures, which look at the difference between the income from the output and the cost from the inputs’ consumption. (Courbois & Temple 1975, Gollop 1979, Kurosawa 1975, Pineda 1990, Saari 2006).
Production and consumption are indicators of activity. Combining multiple immaterial and material inputs into tools for consumption is the process of production. Technology refers to a method of combining industrial inputs to create an output. The mathematical production function, which represents the relationship between input and output, can be used to represent technology. Productivity serves as a gauge for production performance and is represented by the production function.
The mechanism of economic growth can be succinctly described with the aid of the production function. A community’s increase in production is referred to as economic growth. The national product’s (real) growth is often stated as an annual growth percentage. It is appropriate to discuss the components of growth as two elements contribute to economic growth. An increase in manufacturing input and an increase in productivity include these elements. (Genesca & Grifell 1992, Saari 2006)
A process of economic expansion is shown in the graphic. The proportions in the figure are distorted for the sake of illustration. When the process is examined in the first and second years (periods), it is clear that production has increased. A graph of production functions, each called after the corresponding number of the year, one or two can be used to represent both years. The growth in output can be divided into two distinct parts: the growth brought on by an increase in production input and the growth brought on by an increase in productivity. The relationship between output and input does not alter, which is a characteristic of growth brought on by an increase in intake. Productivity growth is what causes the output to increase in response to a change in the production function.
Therefore, a change in the output/input connection and a corresponding shift in the production function characterize a rise in productivity. The calculation for total productivity typically looks like this:
- Total productivity = Output quantity / Input quantity
This formula states that changes in input and output must be measured taking into account both qualitative and quantitative changes. (Griliches and Jorgenson 1967). When relative quantities and relative prices of various input and output elements change in practice, quantitative and qualitative changes also occur. The formula for total productivity should be phrased as follows to emphasize qualitative changes in input and output:
- Total productivity = Output quality and quantity / Input quality and quantity
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