Human resource development is a function of human resource management in most organizations. The link between human resource development arises from organizational objectives. Organizational objectives are the long-term goals of the organization that guide decision-making such as effective and efficient human resource development programs. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an original essayOrganizational objectives are implemented through organizational strategy. An organization chooses a strategy to compete in a market that provides an advantage over its competitors by maximizing its strengths and minimizing its weaknesses. This is called their competitive advantage. Organizational strategy and organizational objectives influence human resource management strategy. It is the organization's long-term approach to achieving competitive advantage through its employees. This includes workforce management, planning, legal compliance, health and safety, total rewards, risk management, employment relations and human resource development. Human resource development is a set of systematic implementation activities including training development, organizational development and career development; designed by the human resources department to ensure that its employees develop the necessary capabilities to support the effective and efficient implementation of the organization's core competencies. When we talk about an organization's core competency, we are referring to what it must do well to successfully implement its organizational strategy. These are the unique capabilities that set the organization apart from its competitors. This is linked to the competitive advantage of the organization. For example, if an organization wants to produce a low-cost product, its skills must include highly efficient and cost-effective production processes. This means that the organization will focus its financial and human resources on refining and improving its production and operations management with a view to achieving profitability and creating competitive advantage. When considering the organization's core competencies, we may focus on specific work groups or jobs. When we talk about work group core competency, we are referring to the group of jobs whose combined tasks support their specific function and which are required by the organization to enhance its unique capabilities or core competencies. For example, an organization's HR department will create programs and processes within an organizational culture that supports the unique human resource needs of the organization. Jobs within HR develop the skills necessary for the department to successfully create and maintain programs, processes, and organizational culture that align and support the unique capabilities and core competencies of the organization. When we talk about the core skills of the job, we are referring to the knowledge required. , the skills and abilities that are essential for an individual to be successful in doing this job. Individual work performance aims to support the core competencies of the work group and the competitive advantage of the organization as a whole. This means that the core skills required for a position are linked to the success of the organization in its.