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The Process of Strategic Human Resource Development

E-mail : dr.chotcha-one@hotmail.com

1-3

1-8

4

:

Abstract

The objective of this article was to present the process of strategic human

resource development. The first step is to analyze the internal environment of an

organization covering its strengths and weaknesses and analyze external environment

to investigate its opportunity and threat by benchmarking with other organizations.

Then, the data would be synthesized to develop a strategic plan and linked to need

assessment. The HRD would consist of individual development, team development,

and organization development. Additionally, each type could be divided into 1-8 aspects:

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religion, health, intelligence, knowledge, skill, attitude, experience, and personality.

Then, each aspect would be divided into 4 levels: expert level, advanced level, devel-

oped level, and implement level. After that, types and details of HRD would be formed

so that the plan would be post-tested and implemented according to the plan. Lastly

process, is evaluation in terms of efficiency and effectiveness to provide further im-

provement.

Keywords: Human Resource Development, Strategy, Organization

(Nadler, 1990; Walton, 1999; Grieves, 2003)

(Analysis) (Synthesis)

(Assessment)

(Stakeholder) (Brainstorming)

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(Discussion conference) (Focus group) (Research)

(Internal Environment Analysis: IEA)

(Strength) (Weakness)

(External Environment Analysis: EEA) (Op-

portunity) (Threat)

(SWOT analysis)

(Benchmarking) (Yorks, 2005)

1.

1.1 (Vision)

1.2 (Mission)

1.3. (Shared value)

1.4. (Management style)

1.5. (Structure)

1.6 (Size)

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50 (Small)

50-200 (Medium) 200

(Large)

1.7 (Communication)

(Two-way

Communication)

1.8 (Rule)

1.9 (Culture)

1.10 (Potential)

1.11 (Status)

(Machine)

(Equipment) (Material)

1.12 (Internal stakeholder)

2.

2.1 (Natural environment)

(Physical environment)

(Biological)

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2.2 (Politics)

2.3 (Economy)

2.4 (Social)

2.5 (Technology)

2.6 (External stakeholder)

(Supplier)

2.7 (Trend)

6 (Strategic plan)

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1:

6

1. SO

2. WO

3. ST

4. WT

5. SW

6. OT

4

Strength (S) :

Weakness (W) :

Opportunity (O) :

Threat (T) :

4

6 (Strategic plan) 1:

6 1. SO 2. WO 3. ST 4. WT 5. SW 6. OT 4

Strength (S): Weakness (W): Opportunity (O): Threat (T):

6 1. SO

2. WO

(Strength: S)

(Threat: T)

(Opportunity: O)

(Weakness: W) SW

SO

OT

ST WT

WO

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6

1. SO

2. WO

3. ST

4. WT

5. SW

6. OT

6 (Need assessment)

1-3

1. (Individual Development: ID)

2. (Team Development: TD)

3. (Whole Organization Development)

1-8

1. (Religion)

2. (Health)

3. (Intelligence)

(Integration) (Creative)

4. (Knowledge)

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5. (Skill)

6. (Attitude)

7. (Experience)

8. (Personality)

8

4

1. (Expert Level) :

2. (Advanced Level) :

3. (Developed Level) :

4. (Implement Level) :

(Training)

(DeSimone & Harris, 1998; Joy-Matthews, Megginson & Surtees, 2004; Mankin,

2009)

1. (Lecture)

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2. (Demonstration)

3. (Workshop training)

4. (Brainstorming)

(Creative thinking)

5. (Discussion)

(Critical

thinking)

6. (Case study)

(Applied thinking)

7. (On the Job Training)

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8. (Observation)

(Thomson & Mabey, 1994; Desimone, Werner & Harris, 2002; Sims, 2006)

1. (Coaching)

2. (Mentoring system)

3. (Counseling)

4. (Job rotation)

(Pre-test)

(Observation) (Interview) (Questionnaire)

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(Management Theory) (Motivation Theory)

(Adult Theory) (Psychology Theory)

(Human relations) (Teamwork)

(Swanson & Holton,

2001; Gilley, Eggland & Gilley, 2002; Delahaye, 2005; Werner & Desimone, 2006)

(Post-

test) (Efficiency) (Effectiveness)

(Evaluation)

1 3 6

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Delahaye, B. L. 2005. Human resource development: Adult learning and knowledge

management. 2nd ed. Milton: John Wiley & Sons.

DeSimone, R. L. & Harris, D. M. 1998. Human Resource Development. 2nd ed. Fort

Worth: The Dryden Press, Harcourt Brace College.

Desimone, R. L. Werner, J. M. & Harris, D. M. 2002. Human Resource Development.

3rd ed. Fort Worth: Harcourt Brace College.

Gilley, J. W., Eggland, S. A., & Gilley, A. M. 2002. Principles of human resource

development. 2nd ed. Cambridge: Perseus.

Grieves, J. 2003. Strategic Human Resource Development. London: Sage.

Joy-Matthews, J., Megginson, D. & Surtees, M. 2004. Human Resource Development.

3rd ed. London: Kogan Page.

Mankin, D. 2009. Human Resource Development. New York: Oxford University Press.

Nadler, L. 1990. Human resource development. pp. 1.1-1.47. In L. Nadler & Z. Nadler,

eds. The handbook of human resource development. 2nd ed. New York:

John Wiley & Sons.

Sims, R. R. 2006. Human Resource Development: Today and Tomorrow. Greenwich,

CT: Information Age.

Swanson, R. A., & Holton, E. F. 2001. Foundations of human resource development.

San Francisco: Berrett-Koehler.

7

(Pre-test) (Observation) (Interview) (Questionnaire) (Management Theory) (Motivation Theory) (Adult Theory) (Psychology Theory) (Human relations) (Teamwork) (Swanson & Holton, 2001; Gilley, Eggland & Gilley, 2002; Delahaye, 2005; Werner & Desimone, 2006)

(Post-test) (Efficiency) (Effectiveness) (Evaluation) 1 3 6

- - -

SWOT

- -

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Thomson, R. & Mabey, C. 1994. Developing Human Resources. Oxford: Butterworth-

Heinemann.

Walton, J. 1999. Strategic human resource development. London: Financial Times

Management.

Werner, J. M., & Desimone, R. L. 2006. Human resource development. 4th ed.

Mason, OH: South Western Thomson.

Yorks, L. 2005. Strategic human resource development. Mason, OH: South Western

Thomson.