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DCE 3102

DCE 3102. Theories and Practices of Human Resource Development 3 CREDIT hours. Learning outcomes. to evaluate the basic concepts and theories of human resource development for career and organizations development (C6 )

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DCE 3102

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  1. DCE 3102 Theories and Practices of Human Resource Development 3 CREDIT hours

  2. Learning outcomes • to evaluate the basic concepts and theories of human resource development for career and organizations development (C6) • to analyzethe process of training and development, career development and organization development (C4)

  3. Learning outcomes • to display professional commitment to the practice of human resource development (A5, EM) • to analyzethe practices of human resource development in the workplace rather than theory learned (CTPS)

  4. Outline • Pengenalan kepada Pembangunan Sumber Manusia • Pengaruh terhadap tingkah laku pekerja • Teori pembelajaran dan Pembangunan Sumber Manusia

  5. Outline • Latihan dan Pembangunan • Bimbingan kaunseling dan pemajuan kerjaya • Kepimpinan • Pembangunan dan Perubahan Organisasi • Penilaian program Pembangunan Sumber Manusia

  6. Pengenalankepada Pembangunan SumberManusia • Definisi • Evolusi • Manfaat • Objektif • Fungsi

  7. 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.

  8. Evolution HRD • Early apprenticeship programs • Early vocational education programs • Early factory schools • Early training for unskilled/semiskilled • Human relations movement • Establishment of training profession • Emergence of HRD

  9. Early Apprenticeship Programs • Artisans in 1700s • Artisans had to train their own workers • Guild schools • Yeomanries (early worker unions) Werner & DeSimone (2006)

  10. Early Vocational Education Programs • 1809 – DeWitt Clinton’s manual school • 1863 – President Lincoln signs the Land-Grant Act promoting A&M colleges • 1917 – Smith-Hughes Act provides funding for vocational education at the state level Werner & DeSimone (2006)

  11. Early Training for Unskilled/Semiskilled Workers • Mass production • Semiskilled and unskilled workers • Production line – one task = one worker • World War I • Retool & retrain • “Show, Tell, Do, Check” Werner & DeSimone (2006)

  12. Benefit • Productivity • Internal Mobility • Job satisfaction • Organization goal • Employee – welfare

  13. Objectives • Skill • Performance • Motivation • Guided & counseling • Affectiveness

  14. in Malaysia • Malaysia is at the transition stage of moving from the P-economy to the K-economy. • To ensure that Malaysia retains its competitiveness in the new global economy • government has initiated and implemented various policy measures and projects • promoting the use of knowledge and technology to spur further economic growth of the nation

  15. scope of discussions • system of remuneration, • training and development activities, and • the use of information and communication technology (ICT) in the public service. • Dr. Malek Shah Bin Mohd. Yusoff (Director -- Research and Planning Divison, Public Service Department, Malaysia

  16. Ministry of Human Resources, Malaysia (Kementerian Sumber Manusia), • To be the leading agency in the development and management of a world class workforce

  17. Mission • To grow and increase a workforce that is productive, informative, discipline, caring and responsive to the changing labor environment towards increasing the economic growth and hence create more job opportunities. • To encourage and maintain conducive and harmonised industrial relationships between employers, employees and trade unions for the nation's economic development and wellness of people. • To uphold social justice and ensure harmonious industrial relations through solving industrial dispute between employer and employee and awarding collective agreement.

  18. To ensure trade unions practice democracy in an orderly manner and is responsible to assist achieving the objective of industrial harmony. • To be the leader in development of nation's human resources. • To ensure safety and health of workforce is assured. • To develop skilled, knowledgeable and competitive workforce in a harmonious industrial relations with social justice.

  19. Human Relations Movement in hrd • Factory system often abused workers • “Human relations” movement promoted better working conditions • Start of business & management education • Tied to Maslow’s hierarchy of needs Werner & DeSimone (2006)

  20. Emergence of HRD • Employee needs extend beyond the training classroom • Includes coaching, group work, and problem solving • Need for basic employee development • Need for structured career development • ASTD changes its name to the American Society for Training and Development Werner & DeSimone (2006)

  21. Relationship Between HRM and HRD • Human resource management (HRM) encompasses many functions • Human resource development (HRD) is just one of the functions within HRM Werner & DeSimone (2006)

  22. Primary Functions of HRM • Human resource planning • Equal employment opportunity • Staffing (recruitment and selection) • Compensation and benefits • Employee and labor relations • Health, safety, and security • Human resource development Werner & DeSimone (2006)

  23. Secondary HRM Functions • Organization and job design • Performance management/ performance appraisal systems • Research and information systems Werner & DeSimone (2006)

  24. Role & responsibility of HRD • Training and development • Organization development • Career development • Humanware development

  25. Training and development • Changing/ improving the knowledge, skills & attitudes of individuals • Providing employees K & S • Increasing the capacities • Induction

  26. Organization development • The process of enhancing the effectiveness of an organization • Macro – improve the organization as a whole • Micro – focus on changes at individuals, small group or teams.

  27. Career development • Ongoing process by which individuals progress through a series of stages –set of issues – themes – tasks • Career planning – activities performed by the individuals • Career management – takings the necessary steps to achieve that plan

  28. Humanware development • approach, such as reinforcing -- the role of knowledge creator and human relationship creator to improve overall productivity, as opposed -- • to the ‘software/hardware’, which would rather focus on downsizing, restructuring, and knowledge taker.

  29. Pengaruhterhadaptingkahlakupekerja • Motivation • Internal factor • Environment

  30. INFLUENCE OF EMPLOYEE BEHAVIOR • Employee behavior Model • Motivation and influence of the environment on the behavior of employee • Influence of the employee behaviour of other internal factors

  31. What factors?

  32. Model of Employee Behavior • Forces that influence behavior: • External to the employee: • External environment (economic conditions/ laws and regulations, etc.)

  33. Work environment (supervision, organization, coworkers, outcomes of performance)

  34. Within the employee: • Motivation, attitudes, knowledge/skills/abilities (KSAs)

  35. The External Environment

  36. Factors in the External Environment • Economic conditions • Technological changes • Labor market conditions • Laws and regulations • Labor unions Source: Heneman, Schwab, Fossum & Dyer (1989)

  37. Factors in the Work Environment • Outcomes • Supervision and leadership • Organization • Coworkers

  38. Outcomes Can Influence Employee Behavior • Personal outcomes • Organizational outcomes • Both expectancy theory and equity theory predict that employee perceptions of the outcomes they receive (or hope to receive) influences their performance of that behavior.

  39. Supervisor Characteristics • Leadership • Performance expectations • Evaluation of efforts

  40. Organizational Influences • Reward structure • Organizational culture • Job design

  41. Coworker Influence • Norms • Group dynamics • Teamwork • Control over outcomes

  42. Theory of Human Resource Development • Assumptions, Context, Definition, and Model of HRD • Theoretical and Disciplinary Foundations of HRD • Economic Theory Component of HRD • Psychological Theory Component of HRD • Systems Theory Foundation • Ethics in HRD

  43. Teoripembelajarandan Pembangunan SumberManusia

  44. Basic theories • Psychological theory • Economic theory • Systems theory

  45. Psychological theory • captures the core human aspects of developing human resources as well as the socio-technical interplay of humans and systems.

  46. Economic theory captures the core issues of the efficient and effective utilization of resources to meet productive goals in a competitive environment.

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