Four Stages of HRD Framework

The Human Resource Development or HRD

provides a framework for the employees of the
company to help in the development of their
professional and personal skills. Along with this, it
focuses on the career development of the employee
and the organizational development overall.
Meanwhile, HRD is one of the most critical factors a
firm practices to enhance the efficiency of the
workforce to become more competitive and
profitable. A highly motivated staff tends to retain for
longer as well; therefore, the company follows Four
Stages of HRD Framework, namely:
1.
1.
1. Assessment
2. Design
3. Implementation
4. Evaluation
Below is the elaborated description of every HRD
Framework Stage:
1.
1.
1. Assessment
The Assessment in the HRD Framework involves
prioritizing the need, understanding and examining
the performance of the employees, job tasks and
organizational environment. Above all, the need to
acknowledge the gap between current competencies
and skills needed for the production of a particular
task is to ascertain. This is the first most stage out of
four stages of HRD framework.
Assessment is the first step that requires identifying
the specific skill-set requirement as per the job
performance. For as a result after understanding the
deficiencies, the prospective employee skill is
developed based on measurable knowledge and
performance objectives.
Analyzing or assessing the training need depends
upon what the organization expects from the staff
and what it gets. It also discovers to whom should
the training is to be provided, that is whether it be
the new employee or the current employee.
Need Assessment
The organization goals and process of reaching
those goals determine through the Need
Assessment. It articulates the gap between current
skills in the company and the skill required for better
performance. The difference between employee’s
existing skills and the skills necessary for successful
job completion and the situations when the HRD can
be applied.
A need define as either a current deficiency or
entirely a new challenge that demand changes in the
organization. Identification of the requirement
consists of evaluating the individual, job tasks,
environment and preferences.
Gap Analysis
The Gap Analysis involves comparing the actual
performance with the desired performance. The
foremost step is to assess the organizational
performance and that of the workforce of the
company. It has two parts, namely; current situation
and desired situation. The difference between these
two is the actual gap analysis that will identify the
needs, purpose, and objectives.
1.
2. Design
The designing of effective HRD program consists of
the integration of business plans and goals of the
firm with the HRD process. It involves designing the
HRD program and intervention that includes training
and development methods. After successfully
understanding the needs, there comes the designing
of the training program. It involves the training
content and the delivery method.
With a clear objective, the HRD program designed
such that it can deliver through online or offline
training sessions. To Sum up following are the
process of integrating HRD in training the
employees:
Define objective–The objective to implement a
training session should be mentioned beforehand. It
is related to the goal of the firm and the skills
required to achieve.
Develop Lesson-plan – The next step involves the
development of the lesson plan. It includes a
detailed description of the training course and
instructions.
Develop/Acquire Material – Acquiring or
accumulating the training material is the next step of
the HRD program. These materials are related to
classroom training or online training etc.
Select Trainer/Leader – The selection of the right
trainer or leader is essential to enhance the skills of
employees. It could be the immediate boss or a
professional trainer.
Selecting Methods and Techniques – The training
could be delivered using any method or technique
like a lecture, role play, conference or group
discussion or online training technique.
Schedule the Program/Intervention – The
scheduling of the final training program done after
the accumulation of resources. It based upon the
organizational norms.
1.
3. Implementation
The implementation involves the successful delivery
of the assessment and design phase as effective
HRD programs or interventions. The plans or
response must be implemented using the most
appropriate and reliable methods. The
implementation of HRD program is done by
delivering most appropriate training sessions as per
the requirements of the firm and thus creating a
productive learning environment for on-going
improvement in the employees. This way, it enables
the workforce to perform efficiently towards
company goals and objectives. In addition to the
above two, this also plays an important role in four
stages of HRD framework.
Methods of delivering the training
Once the training needs and goals decided, the
implementation of the training program will begin.
The purpose of providing training leads to
determining the methods of imparting effective HRD
interventions. The content of the training program is
of prime importance. It is supposed to encourage
employee engagement and thus to improve
productivity by making them learn new skills or
polishing their knowledge. Following are the
methods of the training program:

o

 On-the-job Training (OJT) This
method leads to the employee to learn the
job by actually performing it. The types of
OJT are Job Instruction Training (JIT), Job
Rotation, Coaching, and Mentoring.
 Of-the-job Training – This method
involves the employee to be shifted away
from their place of work to provide training.
Types of Off-the-job Training are Case
Study Method, Management Games,
Distance learning, Sponsored higher
education courses.
 Apprenticeship Training – This is
a combination of classroom training and
OJT. It is a structured process to enhance
the skills of an employee with a set of
instructions.
 Distance/Internet-Based Training
– This is a prevalent type of training method
that doesn’t require the trainer or trainee to
meet at one place. Through video-
conferencing, telephonic training and over
the internet, the practice has done.
 Simulated Training – This method
involves the use of simulator equipment
 where the employee can feel the actual
environment and work accordingly.
 Computer-Based Training (CBT)
– This method leads to training the
employee as per his time availability. CBT
can also provide a progress report from time
to time for better engagement.
1.
4. Evaluation
Evaluation of the program is the final step of the
HRD process and training sessions. The
effectiveness of the HRD intervention measured
during this phase. It is a significant and vital activity,
so should be performed carefully. The attentive
evaluation of the employee’s Reaction towards the
training program leads to gather information about
the effectiveness of the program. The emphasis on
measuring Human Resource Development’s impact,
it is a crucial and the essential step to be performed.
This is one of the most stages out of four stages of
HRD framework.
Evaluation Purpose
The purpose of the evaluation lies upon the
identification of the program meets intended
objectives and employee engagement throughout
the session. However, It leads to strengthen the
stronger points in the worker and to overcome the
weaker aspects within him. Another purpose is to
motivate employees to work with more enthusiasm.
It will gather the information related to future
participants and further improvement in the program.