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HRD Chapter 1

This document provides an overview of human resource development (HRD). It defines HRD as systematic activities designed by an organization to provide learning opportunities for employees to develop skills for current and future jobs. The key roles of HRD professionals are discussed, including promoting learning, advising on strategy, and facilitating organizational change. Challenges for organizations include competing globally, eliminating skills gaps, and increasing diversity. A four-step framework is outlined for the HRD process involving needs assessment, design, implementation, and evaluation.

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29 views13 pages

HRD Chapter 1

This document provides an overview of human resource development (HRD). It defines HRD as systematic activities designed by an organization to provide learning opportunities for employees to develop skills for current and future jobs. The key roles of HRD professionals are discussed, including promoting learning, advising on strategy, and facilitating organizational change. Challenges for organizations include competing globally, eliminating skills gaps, and increasing diversity. A four-step framework is outlined for the HRD process involving needs assessment, design, implementation, and evaluation.

Uploaded by

kamaruljamil4
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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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

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