HUMAN RESOURCE

DEVELOPMENT
CHAPTER ONE
Dr Nur Kamarul Hafiz
Faculty of Business
Lincoln University College
 Topics
Introduction to Human Resource Development

◦ Introduction

◦ HRD functions

◦ Roles and competencies of an HRD professionals

◦ Challenges to organizations and to HRD professionals

◦ A framework for the HRD process

What is Human Resource Development?

◦ A set of systematic and planned activities designed by an organization to

provide its members with the opportunities to learn necessary skills to meet
current and future job demands.

◦ HRD seeks to develop people’s knowledge, expertise, productivity, and satisfaction,

whether for personal or group/team gain, or for the benefit of an organization, community,
nation, or the whole humanity.
The Relationship Between HRM and
HRD/Training
HRM HRD/Training
◦ The effective selection and utilization of employees to best achieve the goals and strategies
HRD Functions::
of an organization, as well as the goals and needs of employees.

HRM Function:
According to McLagan, there are three primary HRD Functions:

◦ To examine the activities carried out by a larger department, such as the HRM division I. Training and development
headed by a vice president.

Primary function:  Employee orientation

 Skills and technical training
◦ Obtaining, maintaining, and developing employees
 Coaching
Secondary functions:
 Counselling
I. HR planning  Management training and development
II. Equal employment opportunity
II. Organization development
III. Staffing

IV. Compensation and benefits

 Macro changes – improve the effectiveness of organization as a
whole
V. Employee relations  Micro changes – directed at individuals, small groups and teams
VI. Health, safety, and security  Function as change agent.
VII. HR development III. Career development
VIII. Job design
 Career planning
IX. Performance management and Appraisal
 Career management
X. Research and Information systems
Roles and Competencies of an HRD Professionals
 Was referred to as “Training Director”.
The HRD Executive/Manager
Today, it is referred to as “the Chief Learning Officer”
• To promote the value of HRD as a means of ensuring that organizational members have the competencies to meet current and future job demands.
• Challenge :
• To redefine a new role for HRD during the period of unprecedented change.

HR Strategic Advisor Consults strategic decision-making on HRD issues that affect the organization strategies and
performance goals
• HR strategic plans and strategic planning education and training programs.

Organization Design Advises management in the design and implementation of change strategies used in
Consultant transforming organizations.
• More efficient work teams, quality management, intervention strategies, implementation, and change reports.
Challenges to Organizations and to HRD
Professionals

Increasing
Competing in a Eliminating the
workforce
global economy skills gap
diversity

Facilitating
The need for Addressing
organizational
lifelong learning ethical dilemmas
learning
A Framework for the HRD Process
◦ HRD interventions should be designed using a four-step process or sequence

1) Needs assessment

2) Design

3) Implementation

4) Evaluation
Thank You