People Development Maximises Value and Growth (Part 1)

Human Resource (HR) departments were originally designed to grow an organisation through its people. In recent times, HR has become far more fixated on administration, legislation, and compliance—often losing sight of its core purpose. At individual, team, and corporate levels, people remain an organisation's greatest asset, provided they are managed strategically and thoughtfully by leaders like Scott Keller and Josh Bersin .

How Should HR Function to Deliver Optimal Service?

In this trilogy, we will explore how people development maximises value and growth through:

1. Identifying people's potential and value
2. Creating environments and opportunities for growth
3. Proactively nurturing individual development

Identifying People's Potential and Value

We've often heard the cliché, "People are your greatest asset." Equally true, however, is that people can become an organisation's greatest liability. The critical difference lies in how effectively an organisation develops, manages, and aligns its human capital—a perspective championed by Mary Meaney and Breakthrough 's Organisational Development programs.

Unearthing Internal Talent

Organisations frequently overlook the evolving talents within their existing workforce. Skills adapt, change, and sometimes transform completely—yet many companies fail to track and nurture this internal potential, a challenge LinkedIn for Learning continually addresses.

Common misconceptions impede internal talent recognition, notably the belief that "the grass is always greener on the other side." However, internal development offers significant advantages:

• Enhanced staff self-perception and organisational loyalty that HR transformation experts often discuss
• Dramatically reduced recruitment costs (approximately 50-300% less expensive than external hiring)
• Faster on-boarding and cultural integration
• Increased employee retention through demonstrated commitment to growth Talent Acquisition Professionals consistently emphasise.

Attracting and Retaining External Talent

As organisational landscapes evolve, skill gaps emerge. HR's challenge is not merely identifying these gaps but strategically filling them and #OrganizationalStrategy Leaders understand this deeply. Key motivations for external recruitment include:

1. Acquiring specialised or complementary skills
2. Introducing fresh perspectives and expertise
3. Expanding organisational capabilities
4. Addressing specific strategic challenges Gallup workplace report frequently highlights.

Critical Insight: Talent alignment extends beyond skills. The ideal candidate must resonate with organisational values and cultural dynamics. A misaligned recruit can potentially destabilise entire teams or organisational structures—a nuanced point Scott Keller explores in depth.

Individual Growth: The Strategic Imperative

Many organisations predominantly focus on numerical targets and revenue metrics, inadvertently overshadowing individual employee development. However, personal growth is the cornerstone of organisational success that Josh Bersin consistently advocates for.

By prioritising individual development, organisations can:

• Elevate overall performance standards
• Foster a more engaged workplace
• Increase productivity
• Enhance staff retention HR transformation experts continue to demonstrate

Counterintuitively, investing in employee development—even if it occasionally results in staff transitions—creates a more dynamic, loyal, and high-performing workforce LinkedIn for Learning research supports.

Conclusion

Personal growth isn't just an HR strategy, it's a fundamental organisational philosophy that Breakthrough champions. By genuinely investing in people's potential, companies transform their greatest potential liability into their most significant competitive advantage.

follow the series - People Development Maximises Value Growth - Part 2

Note to readers: The @mentions are designed to connect you with thought leaders and resources that can provide deeper insights into the concepts discussed in this article. We encourage you to explore their professional profiles and continued work in organisational development and human resource strategy.

References

[1] Gallup Workplace Report, 2023?

[2] LinkedIn Workplace Learning Report, 2022?

[3] McKinsey & Company Talent Management Research, 2022

About the Author: Robin Samuel one of Breakthrough Bangalore's Senior Facilitators, is an expert in HR Behavioural Training & Consulting, and a seasoned professional trainer & coach.