Professional Documents
Culture Documents
Definition
A set of systematic and planned activities designed by an organization to provide its members with the necessary skills to meet current and future job demands.
Learn
Perform
Grow
Human resource management (HRM) encompasses many functions. Human resource development (HRD) is just one of the functions within HRM.
Functions/Parts of HRD
Training : Improving the knowledge, skills and attitudes of employees for the short-term, particular to a specific job or task .
Development :Preparing for future responsibilities, while increasing the capacity to perform at a current job
Organizational Development
Defreeze (INPUT) Change (TRANSFORMATION) Re-freeze (OUTPUT)
OD is an effort: Planned Managed from the top Increases the organizational effectiveness
Career Development
A systematic process of guiding the movement of human resources of an enterprise through different hierarchical positions. Career Planning Career Management
HRD Process
HRD consists of following four phases (or stages): Needs assessment
HRD Process
Needs Assessment Phase: Establishing HRD priorities Defining specific training and objectives Establishing evaluation criteria
Design Phase Selecting who delivers program Selecting and developing program content Scheduling the training program
HRD Process
Implementation Phase
Evaluation Phase Determining program effectiveness: Keep or change providers? Offer it again? What are the true costs? Can we do it another way?
Instructor/Facilitator
Researcher
Challenges/Hurdles in HRD
Cost of HRD Culture Knowledge Life style & Trends Technology Diversity
Continued
Total Quality Management Aims at continuous improvement in quality of products which calls for improvement in the quality of work of employees through training and development. Kaizen Japanese word. Continuous improvement with involvement of everybody in the organization to generate value For the customers.
Continued
JIT Production Focuses attention on eliminating waste by purchasing/manufacturing just enough of right items just in time. Benefits: Quality improvement Higher productivity Lower cost Increased team work
HRD Climate
Feeling of employees towards the organization. Such climate should be there where HRD can happen. Collective conditions should be there which are conductive for growth.
Components of HRD
Continued
Organizational Structure Enable peoples energy to be more focused Towards process achievement and goal achievement. Organizational Culture It is a pattern of beliefs, knowledge, attitudes and customs that exists in an organization. It can be supportive/unsupportive, positive/ Negative. It can affect the ability/willingness of employees to perform well in the organization.
Continued
HR Processes HR department should be comprehensive enough to take care of the employees specially when they join the organization to have their faith. From recruitment to retirement, the whole process should be according to employee expectation and ability of the employer.
Faith in employees: Organizations feel that the employees can meet its expectations. With faith comes responsibility, thus improving the skills. No Favoritism & Stereotyping FAVORITISM : Favoring of one over the another without any basis. STEREOTYPING: Categorize people and same behavior expected from that category. e.g. Females are not good drivers etc.
Continued
Give and Take (For Example, do the work in time or before time and bonus/ reward will be given.)
No give and take. A leader should have the qualities and traits which can stimulate the people to do work without any feeling for bonus/reward.
Continued
Give freedom Physical fitness: Work on muscles Mentally Fit : Work on mind When freedom given, mind will develop. Some level of risk has to be there only then development will take place. Supportive HR functions (Training & Development, Performance Appraisal etc.) There should be no contradiction between them.
Continued
Evaluation of people It is not performance appraisal but trying to know the competencies in employees that are helpful for the growth of employees.
Coaching
Coaching is normally used to support the process of reviewing established or emerging practices. It is focused on innovation, change or specific skills. Coaching is conceived as a more structured learning process aimed at explicit professional development in an agreed area of performance.
Mentoring
Mentoring is usually concerned with supporting practitioners whilst they make a significant career transition.
Mentoring in intended to be supportive of the individual and occurs at need. Here the emphasis is on ready and confidential access to a critical friend who can be used as a sounding board and who offers a free form of advice.