CHAPTER 3

HUMAN RESOURCES
DEVELOPMENT AND
MANPOWER TRAINING
GROUP 2
 What is the HRD Philosophy?

1. Human beings have the capacity and potentials for growth.

2. Human resources development and manpower training is anchored

on the belief that every person is unique.
3. Human resources development and manpower training is based in
the premise that an employee’s interest and the objectives of an
organization can be integrated.

Reporter: Oliveros, Jesie-Anmie

 What are the objectives of an organization?

1. Motivate members to strive so as to increase their contributions to

the organization,

2. Attract and retain competent members, and

3. Achieve maximum value from their work in return for the training
and development costs incurred by the company.
 What are the employee’s expectation from the
company?

1. Equitable manpower development treatment

2. Opportunities for deserved advancements, promotions, or transfers

3. Favorable work situations in which maximum contributions can be

made
 How is Human Resources Development defined?

Nadler, in his Development Human Resources, and cited by Andres and

Evangelista (1989) defines Human Resources Development as a “series of organized
activities”, conducted within a specific time and designed to produce behavioral
change.

There are three (3) different types of activities included in this definition. These
include:

Development in
Training on the Education of the
the Organization
job Individual
 Human Resources Management has Two
Specialties, namely:

1. Human Resources Utilization (HRU) which includes recruitment

selection, placement, appraisal, and compensation.

2. Human Resources Development (HRD) which includes the

various kinds of learning experiences which contribute to individual
and organizational effectiveness.
 What are the objectives of HRD?

1. Accommodate human resource growth and turnover.

2. Prepare employees to perform newly created duties and responsibilities, brought

about by changes in organization’s objectives, structures, laws, policies, and new
technology.

3. Improve the ability of employees to perform in the present or future duties more
effectively

4. Achieve organizational effectiveness.

Reporter: Villareal, Edrian

 What is the main purpose of HRD?

The maximum utilization of human resources is the main

purpose of HRD.

The purpose of manpower training is to prepare people to

function willingly and with understanding of their work
situation.
Advantages/benefits that can be derived from
training and development?

1. Supervision is reduced. The trained employee can supervise himself.

2. Accidents are reduced because more of these are cause by deficiencies in people
than by deficiencies in equipment and working conditions.

3. Organizational stability and flexibility is increased despite the loss of key

personnel through the creation of a reservoir of trained replacements.
What personal and social benefits can be derived
from the Human Resource Development and
Manpower Training?

The personal benefits enjoyed by those who had training are seen in
the increase of the value of the employee in the labor market. This
usually provides the individual a higher standard of living, a higher
status, a greater degree of job security, better promotion prospects,
greater job satisfaction, recognition and personal satisfaction.
What costs are involved in HRD and MT to a
company?

LEARNING COST TRAINING

COST
These are the cost These are the costs
incurred while incurred to facilitate
employees learn their the training process.
job.
What are the HRD strategies which relate to the 3
dimensions of structure, technology, and people?

1. Structural strategies. These focused on the formal structure which

in aims to facilitate organizational effectiveness.

2. Technological strategies. These refers to the supportive

management towards a proper environment for employees.

Reporter: Verdan, Kristine Joy

How must the HRD Organization of a Company
be structured?
 Whatever form of structure the HRD organization may adopt, the
main criterion to be satisfied is that the HRD group contributes
effectively to the running of the business or industry.

 HRD doesn’t really belong to the Personnel Administration Unit, at

least in a subordinate role.

 Administrative strategies are bureaucratic, hostile, exacting,

judgemental and punctual in the eyes of the employees.
What are the HRD Specialists and Practitioners?

The Human Resources Development is basically a young discipline,

but it has gained increased importance to many organizations. The
HRD Specialist is also called Human Resources Manager, Manpower
Development Manager, Training Manager, Training Officer, Training
Specialist or Training Director.
He and his staff must be ready to assume the
following roles as:

1. Learning Specialist. Designing, developing, conducting and

evaluating.

2. Training Administrator. Arranging training and employee

development programs.

3. Program Manager. Policy setting, planning, controlling, and

managing the various training and employee development
programs.
He and his staff must be ready to assume the
following roles as:

4. Consultant. Utilizing knowledge of the HRD field and providing

management and employee with advice and assistance.

5. Career Development Specialist. Assisting in career development

plans. This role can be incorporated under the heading of
consultant.

6. Researcher. Conducting a research on learning activities.

THANK YOU.