Human Resource Development

Bunga Aprigati Iskandar, SEI., MSc.

 ▪ Any process or activity that, either initially or over the
longer term, has the potential to develop employee’s
work based knowledge, expertise, productivity, and
HRD Defined satisfaction, whether for personnel or team gain, or for
the benefit of an organization, community or
corporation.
 ▪ The fundamental aim is to enhance resource capability,
assuming that human capital of a company is a major
source of competitive advantages.
▪ To ensure that the right quality people are available to
The Aims meet present and future needs.

▪ To develop intellectual capital and promote

organizational, team and individual learning by
creating a learning culture.
 Education Development Training
HRD Activities
 Long term activity to prepare individuals for various roles

Focus on individual needs and society’s needs

Individual needs:

HRD Activities: Be literate

Develop personal talents
Education Prepare for job

Society needs:

Respect for law and order

Economic activities protection threats
 Process to master certain job or oriented task / competency

Definite purpose
HRD Activities:
Training Shorter period and for practical purpose

Focus on skills, knowledge, attitude to perform a job at optimum

level
 Less tangible process to develop potential

May occur as part of organizational activities or personal activities

HRD Activities:
Development Concerned with growth and advancement

Flexible and may not have a systematic process

 Learning Training Development
Dimensions
Who Non-managerial Managerial
personnel personnel
Contrasting What Technical and Conceptual ideas
Training and mechanical
Why For specific job For various jobs
Development When Short-term Long-term
System Single Multiple
Systematic
Training
 Team leader or
Manual skills IT skills supervisory
training

Types of Management
training
Interpersonal
skills
Personal skills
Training
Training in
organizational
procedures or
practices
 ▪ Utilize a systematic approach emphasizing skills
analysis
▪ The purpose of the training should be clearly defined
Effective ▪ Which will be used as the base of training evaluation

Training ▪ The content of the training should be related to the

work contexts of participants
Practices ▪ The training techniques used should be appropriate to
the purpose of the training and characteristics of
participants.
 Instructions Lecture Discussion

Training Role
Case study Simulation
playing
Techniques
Group
exercise
 ▪ Management development contributes to business
success by helping the organization to grow the
managers it requires to meet its present and future
Management needs.

Development ▪ It improves managers’ performance, gives them

development opportunities, and provides for
management succession.
 ▪ To ensure that managers understand what is expected
of them
▪ To improve the performance of managers in their
present roles as a means of preparing them for greater
responsibilities

▪ To identify managers with potential, encouraging them

The Aims to prepare and implement personal development plans
and ensuring that they receive the required
development, training and experience to equip them
for more demanding responsibilities
▪ To provide for management succession, creating a
system to keep this under review
 Analysis of Appraisal of
organizational present
development management
needs talents

Management Planning of
individual
Inventory of
management
Development development
programs
manpower

Process

Establishment of
Evaluation of
development
results
programs
 On-the-job Off-the-job

• Coaching • Simulation
Management • Job rotation • Transactional
• Committee analysis
Development assignment • Sensitivity
Methods • Multiple training
management • Conferences
• Lecture
 ▪ It is emphasized in Quran the importance of continuous
learning. (QS: Al-Alaq 1-5)

Islamic ▪ Other than hard skills and soft skills related to the job.
Religious education (sharia competence) needs to be
Perspectives encourage in the workforce.