Hrd
The shift in the way the human resources were viewed as yet another factor of production to being viewed as sources of competitive advantage and the chief determinant of profits was mainly due to the changing perceptions of the workforce being central to the organizations strategy. Concomitant with the rise of the services sector and the proliferation of technology and financial services companies, the role of the HRD function changed correspondingly.įor instance, the RBV or the Resource Based View of organizations was conceptualized to place the HRD function as a department that would leverage the human resources from the perspective of them being sources of strategic advantage. This was in the era of the assembly line and manufacturing where the HRD functions purpose was to check the attendance of the employees, process their pay and benefits and act as a mediator in disputes between the management and the workers. When the field of management science and organizational behavior was in its infancy, the HRD function was envisaged as a department whose sole role was to look after payroll and wage negotiation. At the outset, after the introduction to the module in the previous article, it is time to look at some theoretical perspectives about the HRD function.