Introduction to Human Resource Development : Introduction to Human Resource Development -Achin Bansal
-Anu A Natraj Definition of HRD : Definition of HRD 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. OBJECTIVES : OBJECTIVES Develop human resource of the company continuously for better performance to meet objectives.
Provide opportunity for development of different level of employees.
suitable need based training programs
Prepare newly inducted staff to perform their work with high level of competency and excellence.
Meet social obligations of industry to contribute towards the excellence of technical and management education. OBJECTIVES : OBJECTIVES Assist the existing and potential customers in the better use of our equipments by training the employees.
Promote a culture of creativity, innovation, human development, respect and dignity.
Achieve excellence in every aspect of working life.
Create environment for the trainees conducive to their character building. Evolution of HRD : Evolution of 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 HRD Functions : HRD Functions Providing skill input to apprentices and trainees
Identifying training needs and imparting training
Outside deputation for competency enhancement
Organisational development activities
Conducting sessions and workshops
Training and development (T&D) THE NEED FOR HRD:BUSINESS AND ECONOMICS CHANGED : THE NEED FOR HRD:BUSINESS AND ECONOMICS CHANGED HRD can be ‘a platform for organisational transformation,
a mechanism for continuous organisational and individual renewal
and a vehicle for global knowledge transfer’. THE NEED FOR HRD : THE NEED FOR HRD Implementing a new policy
Implementing a strategy
Effecting organisational change
Changing an organisation’s culture
Meeting changes in the external environment
Solving particular problems THE NEED FOR HRD:TECHNOLOGICAL CHANGES : THE NEED FOR HRD:TECHNOLOGICAL CHANGES Technological change creates requirements for training and development THE NEED FOR HRD:ORGANISATIONAL CHANGE : THE NEED FOR HRD:ORGANISATIONAL CHANGE Organisations that work in less time will have a competitive advantage.
A customer and quality focus will permeate tomorrow’s superior organisation.
The arena for an organisation’s planning and action will be global.
Business strategies now depend on quality and versatility of the human resource.
Work structure and design will change dramatically. THE NEED FOR HRD:SOCIAL,LEGEL & OTHER CHANGES : THE NEED FOR HRD:SOCIAL,LEGEL & OTHER CHANGES Social attitudes, legal requirements, industrial relations and so on generate training and development needs.
They demand new skills in the workplace Training and Development (T&D) : 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.,
Skills & technical training
Counseling Training and Development (T&D) : Training and Development (T&D) Development – preparing for future responsibilities, while increasing the capacity to perform at a current job
Supervisor development Benefits of Training and Development : Benefits of Training and Development Training and development helps the employees to achieve their personal goals which in turn help to achieve the overall organizational objectives.
Thus, we can bifurcate the benefits of training and development into two broad heads:
Personal benefits Organizational benefits: : Organizational benefits: Improves the morale of the workforce.
Leads to improve profitability and more positive attitudes towards profit orientation
Improves the job knowledge and skills at all levels of the organization.
Aids in organizational development
Improves relationship between superior and subordinate. Personal benefits : Personal benefits Helps the individual in making better decisions and effective problem solving.
Aids in encouraging and achieving self-development and self-confidence.
Provides information for improving leadership, knowledge, communication skills and attitudes.
Helps a person handle stress, tension, frustration and conflicts.
Helps a person develop speaking and listening skills.
Helps eliminate fear in attempting new tasks. Impact on Training : Impact on Training Training practices rapidly changing in response to pressures
Impacting instruction design, delivery, and evaluation processes
Global interest in E-learning is growing Training & HRD Process Model : Training & HRD Process Model Needs Assessment Phase : Needs Assessment Phase Establishing HRD priorities
Defining specific training and objectives
Establishing evaluation criteria Design Phase : Design Phase Selecting who delivers program
Selecting and developing program content
Scheduling the training program Implementation Phase : Implementation Phase Implementing or delivering the program Evaluation Phase : Evaluation Phase Determining program effectiveness – e.g.,
Keep or change providers?
Offer it again?
What are the true costs?
Can we do it another way? Learning & Performance : Learning & Performance THE LEARNING CURVE : THE LEARNING CURVE Critical HRD Issues : Critical HRD Issues Strategic management and HRD
The supervisor’s role in HRD
Organizational structure of HRD Strategic Management & HRD : 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 Supervisor’s Role in HRD : Supervisor’s Role in HRD Implements HRD programs and procedures
On-the-job training (OJT)
Career and employee development
A “front-line participant” in HRD Organizational Structure of HRD Departments : 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 HR Manager Role : 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 HR Strategic Advisor Role : 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 Challenges for HRD : Challenges for HRD Changing workforce demographics
Competing in global economy
Eliminating the skills gap
Need for lifelong learning
Need for organizational learning Summary : 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