Case Analysis of Hallington Utility Services Company
The role of human resource development and management
Traditional human resource management is seen as a simple department to recruit people and to deal with salary and insurance issues. Some organizations even let it manage administrative issues. Today, human resource development and management functions more than those. There are several critical functions of it.
First, it should serve employees. HRDM needs to establish and maintain harmonious relations between employees. It needs to design mechanism to protect employees’ benefits and maintain their legal rights. Also, it needs to help employees manage their career plan by providing guidance. Second, HRDM needs to be responsible for knowledge management for the organization. HRDM needs to educate the organization and bring up share culture. It needs to push organizations’ establishment, optimization and maintenance of management information system. Third, HRDM should be the motivation for organizations’ reform. It needs to build and promote innovative cultures and innovative thoughts. Also, it needs to participate in building reform processes and methodologies.
Some indicators are found to impact HRDM’s effectiveness. Virile leadership and overall planning are important. Good leadership and overall planning is the priority of HRDM. Conducting scientific development strategy is another critical factor. Also, to recruit professional and excellent talents for HRDM is critical. Canada’s general public utilities situation in the 21st century
Canada’s general public utilities situation can be seen through the energy saving approaches in the industrial area. Industry is the big part of Canada’s energy saving plan. Canada’s energy saving department cooperates closely and well with industrial departments. They promote energy saving investments and new technologies.