How Human Development Can Assist in Business

The prominence of a business is measured by how far the people and management continue to develop. Without the aspects of human development support, it is definite that a business might fail despite of the quality of the product in question and the market share. Therefore, whether a company uses robots to replace human resources, the need to advance its human factor is essential. As such, the success of a company can best be attributed to social development. Hence, there is a constant need to replace social factors as per the challenges and shifts in the market. Therefore, failure to understand the pillars of social development and how to manage them is ultimately fatal. This has stretched to the extent that most businesses are currently eliminating the idea of ‘human resource’ and replacing it with a more robust view of ‘human development.’ Human development has, therefore benefited the business through constant training to staff. 

Human development has contributed to aspects of employee satisfaction and morale. When a company invests significantly in training its staff, creates a sense of belonging among the employees. Employees are tender humans who need an arm around them than a sword, and the best way to get this through them is by ensuring that they are part of the company objectives fundamentally. By this technique, they get directly involved in the daily activities of the company (Adam and Pietrzak 23-34). Such activities form a base that is described as supportive of the workers. For instance, in my personal experience, I witnessed colleagues perform tremendously well as a result of the training we received. Something that we could not have achieved had it not been the company stepping in a sponsoring such a program. We felt understood and valued hence more challenged through such opportunities.

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Human development contributed significantly to addressing weaknesses in a person. For instance, an employee may have a deficiency in his/her workplace that she might not be aware of. However, a training program can contribute to enabling the employee to realize this weakness. Such a program brings all staff members to the same level where they can acquire similar skill in performing their duties (Cécile, and Cécile 14-16). I recall back at our company after the annual training, and I was able to identify my weak links hence learnt to rely on others to perform my duties (Cécile, and Cécile 12-19). Therefore, adequate training provides employees with a piece of general knowledge, thus necessitating that one can take over another’s work and still maintain the same results. Most employees require such services to improve their quality. By doing so, the employees get a chance to commit themselves to the company because they develop a sentimental attachment to the company. 

In conclusion, it is evident that the concept of human development has been limited to economics and business. However, I recommend the need to factor in thoughts in philosophical development as freedom and human capabilities into workplaces. Employees need to feel a part of the organizations they work in because it is truly the only way they can succeed in business. Additionally, it would imperatively add value for an organization to come through and truly understand their place in the business world. For such a case, it is more about ensuring businesses continue to thrive like they should be and equally maintaining high standards and value in terms of business relations as a whole. The most sensible deed is for the business to continue empowering the employee to match the best standards.

References

Balcerzak, Adam P., and Michał Bernard Pietrzak. “Human development and quality of institutions in highly developed countries.” Financial Environment and Business Development. Springer, Cham, 2017. 231-241.

Renouard, Cécile, and Cécile Ezvan. “Corporate social responsibility towards human development: A capabilities framework.” Business Ethics: A European Review 27.2 (2018): 144-155.