Human Resources Development

1. Human Resources Development introduction

2. Why HRD? • Human resources, are the most valuable assets of any organization, with the machines, materials and even the money, nothing gets done without man-power • The need for improved productivity has become universally accepted and that it depends on efficient and effective HRD • It has further become necessary in view of advancement in modern world to invest in HRD. • Thus the role played HRD can no longer be over-emphasized. • Staff development are based on the premise that staff skills need to be improved for organizations to grow.

3. What is HRD • Human Resource Development (HRD) is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities. • Human Resource Development includes such practices as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, career development, employee identification, tuition assistance, and organization development. • HRD aims at improving individual, group and organizational effectiveness through the integrated use of these practices

4. HRD definition – cont.. • HRD develops the key competencies that enable individuals in organizations to perform current and future jobs through planned learning activities. • Groups within organizations use HRD to initiate and manage change. • HRD ensures a match between individual and organizational needs.

5. HRD definition – cont.. • The focus of all aspects of Human Resource Development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers. • Organizations have many opportunities for human resources development both within and outside of the workplace. • Human Resource Development can be formal such as in classroom training, a college course, or an organizational planned change effort. • Or, Human Resource Development can be informal as in employee coaching by a manager. • Healthy organizations believe in Human Resource Development and cover all of these bases.

6. HRD Functions • Training and development (T&D) • Organizational development • Succession planning and Career development

7. Training and Development (T&D) • Training – improving the knowledge, skills and attitudes of employees for the short-term, particular to a specific job or task – e.g., • Employee orientation • Skills & technical training • Coaching • Counseling

8. Training and Development (T&D) • Development – preparing for future responsibilities, while increasing the capacity to perform at a current job • Management training • Supervisor development

9. Organizational Development • The process of improving an organization’s effectiveness and member’s well-being through the application of behavioral science concepts • Focuses on both macro- and micro-levels • HRD plays the role of a change agent

10. Succession planning and Career Development • Ongoing process by which individuals progress through series of changes until they achieve their personal level of maximum achievement. • Succession planning • Career planning and management • Talent management

11. Some Critical HRD Issues • Strategic management and HRD • The supervisor’s role in HRD • Organizational structure of HRD

12. Strategic Management & HRD • Strategic management aims to ensure organizational effectiveness for the foreseeable future – e.g., maximizing profits in the next 3 to 5 years • HRD aims to get managers and workers ready for new products, procedures, and materials

13. Supervisor’s Role in HRD • Implements HRD programs and procedures • On-the-job training (OJT) • Coaching/mentoring/counseling • Career and employee development • A “front-line participant” in HRD

14. Organizational Structure of HRD Departments • Depends on company size, industry and maturity • No single structure used • Depends in large part on how well the HRD manager becomes an institutional part of the company – i.e., a revenue contributor, not just a revenue user

15. HR Manager Role • Integrates HRD with organizational goals and strategies • Promotes HRD as a profit enhancer • Tailors HRD to corporate needs and budget • Institutionalizes performance enhancement

16. Importance of training and development • Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. • Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. • Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees

17. Productivity – Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. • Team spirit – Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. • Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization.

18. Organization Climate – Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. • Quality – Training and Development helps in improving upon the quality of work and work-life. • Healthy work environment – T & D helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal.

19. Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. • Morale – Training and Development helps in improving the morale of the work force. • Image – Training and Development helps in creating a better corporate image. • Profitability – Training and Development leads to improved profitability and more positive attitudes towards profit orientation

20. Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organisational policies • Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display.

21. HR role in HRD

22. HRD jobs/roles • HRD manager, • Training manager or director, • management development specialist • chief learning officer, and • individual career development advisor

23. HRD Jobs/Roles • Executive/Manager • HR Strategic Advisor • HR Systems Designer/Developer • Organization Change Agent • Organization Design Consultant • Learning Program Specialist

24. HRD Jobs/Roles • Instructor/Facilitator • Individual Development and Career Counselor • Performance Consultant (Coach) • Researcher

25. HR Strategic Advisor Role • Consults with corporate strategic thinkers • Helps to articulate goals and strategies • Develops HR plans • Develops strategic planning education and training programs

26. HR Systems Designer/Developer • Assists HR manager in the design and development of HR systems • Designs HR programs • Develops intervention strategies • Plans HR implementation actions

27. Organization Change Agent • Develops more efficient work teams • Improves quality management • Implements intervention strategies • Develops change reports

28. Organization Design Consultant • Designs work systems • Develops effective alternative work designs • Implements changed systems

29. Learning Program Specialist • Identifies needs of learners • Develops and designs learning programs • Prepares learning materials and learning aids • Develops program objectives, lesson plans, and strategies

30. Instructor/Facilitator • Presents learning materials • Leads and facilitates structured learning experiences • Selects appropriate instructional methods and techniques • Delivers instruction

31. Individual Development and Career Counselor • Assists individuals in career planning • Develops individual assessments • Facilitates career workshops • Provides career guidance

32. Performance Consultant (Coach) • Advises line management on appropriate interventions to improve individual and group performance • Provides intervention strategies • Develops and provides coaching designs • Implements coaching activities

33. Researcher • Assesses HRD practices and programs • Determines HRD program effectiveness • Develops requirements for changing HRD programs to address current and future problems

34. Challenges for HRD • Changing workforce demographics • Competing in global economy • Need for lifelong learning • Need for organizational learning

35. Competing in the Global Economy • New technologies • Need for more skilled and educated workers • Cultural sensitivity required • Team involvement • Problem solving • Better communications skills

36. Need for Lifelong Learning • Organizations change • Technologies change • Products change • Processes change • PEOPLE must change!!

37. Need for Organizational Learning • Organizations must be able to learn, adapt, and change • Principles: • Systems thinking • Personal mastery • Mental models • Shared visions • Team learning

38. Summary • HRD is too important to be left to amateurs • HRD should be a revenue producer, not a revenue user • HRD should be a central part of company • You need to be able to talk MONEY

39. Training and Development • Training and development are processes that attempt to provide an employee with information, skills, and understanding of the organizations of the organisation and its goals • T & D is designed to help a person continue to make positive contribution in the form of good performance

40. Training and Development cont.. • Training and Development a systematic development of knowledge, skills and attitudes required by employees to perform adequately on a given task or job. • New entrants into organizations have various skills, though not all are relevant to organizational needs. • Training and development are required for staff to enable them work towards taking the organization to its expected destination. • It is against the backdrop of the relative importance of staff training and development in relation to organization effectiveness that this course is offered

41. Differences between Training and Development • Training is defined as: • Any attempt to improved employees performance on a currently held job or one related to it • This usually means changes in specific knowledge, skills, attitudes or behavior • It is the methods used you give new or present employees the skills they need to perform their job. It may mean job orientation, showing employees how to use new equipment or showing a sales persons how to sell

42. Training (cont..) • It is a systematic process of altering the behavior of employees in a direction that will achieve organizational goals. • Training is related to present job skills and abilities

43. Development • Development refers to: • Learning opportunities designed to help employees grow • Such opportunities to not have to be limited to improving employees performance on their current job

44. Differences between training and devt

47. Training and development process

50. Models of training