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PRINCIPLES OF HRD FOR IBC
By Dr Simon Smith
Lecture 1: Introduction to HRD
mailto:[email protected]:[email protected] -
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LECTURES AND SEMINARS
Lecture: Monday, Foster Building LT2
3 seminars: Monday 9-11 in FY416 (Simon),Thursday 1-3 in LH301 (Brian), and Friday 2-
4 in FY416 (Brian) There is no seminar on a Tuesday!
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INTRODUCTION
MIP
Assessment
Todays session For the seminar
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DEFINING HUMAN RESOURCE
DEVELOPMENT (HRD)
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 futurejob demands.
Learning is the core of all HRD efforts
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HRD ACTIVITIES IN THE WORKPLACE
Should start with employee joining
organization
Should continue throughout employment
Must be responsive to work and job changes
Must reflect corporate goals and strategies
But how does this compare in reality?
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HUMAN RESOURCE MANAGEMENT (HRM)
AND HRD
HRM: The effective selection and utilization
of employees to best achieve:
The goals and strategies of the organization
The goals and needs of the individual
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PRIMARY HRD FUNCTIONS
Training and development (T&D)
Organizational development (OD)
Career development
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TRAINING & DEVELOPMENT (T&D)
Changing or improving the employees
Knowledge
Skills
Attitudes
Training
Provides skills & knowledge to job or task
Development
Prepares for future employment needs
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SPECIFIC T&D ACTIVITIES
Employee orientation
Skills and technical training
CoachingCounseling
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ORGANIZATIONAL DEVELOPMENT (OD)
Process of enhancing the effectiveness of an
organization and its employees through planned
interventions that apply behavioral science
concepts Macro changes affecting entire organization
Micro changes affecting individuals, small groups &
teams
In OD, the HRD professional works as a changeagent to facilitate the change process
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CAREER DEVELOPMENT
Ongoing process by which individualsprogress through a series of stages, eachcharacterized by a relatively unique set of
issues, themes and tasksCareer Planning: Assessing individuals skills
and abilities in order to establish a realisticcareer plan
Career Management: Taking necessary stepsto achieve that plan
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A MAJOR HRD CHALLENGE
To play a more strategic role in the
functioning of their organization
Participate directly in strategic management
Provide education and training in concepts and
methods of strategic management and planning
Providing training to all employees that is aligned
with goals and strategies
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HRD STRATEGY
Contribute ideas, information and
recommendations
Ensure HRD strategy is consistent with
corporate strategies
Provide education and training to support
corporate strategies
Ensure all training is linked to goals and
strategies of organization
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EMERGING WORKPLACE TRENDS - 1
1. Drastic times, drastic measures: Uncertain economicconditions force organizations to reconsider how they cangrow and be profitable.
2. Blurred lineslife or work? New organizational structuresare changing the nature of work for employees and HRD
professionals. 3. Small world and shrinking: Global communication
technology is changing the way people connect andcommunicate.
4. New faces, new expectations: Diversity in the workplace
continues to rise.
SOURCE: Davis, P., Naughton, J., & Rothwell, W. (2004). New roles and new competenciesfor the profession. T&D, 58(4), April, 2636. Copyright April 2004 from T+D
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EMERGING WORKPLACE TRENDS - 2
5. Work be nimble, work be quick: The accelerated pace ofchange requires more adaptable employees and nimblerorganizations.
6. Security alert! Concerns about security and about theability of governments to provide protection have increased
individual anxiety levels worldwide. 7. Life and work in the e-lane: Technology, especially the
Internet, is transforming the way people work and live.
8. A higher ethical bar: Ethical lapses at the highest levels inlarge organizations have shaken employees loyalty, trust,
and sense of security.
SOURCE: Davis, P., Naughton, J., & Rothwell, W. (2004). New roles and newcompetencies for the profession. T&D, 58(4), April, 2636. Copyright April2004 from T+D
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CHALLENGES FOR HRD
Increasing workforce diversity
Eliminating the skills gap
Meeting need for lifelong learning
Facilitating organizational learningAddressing ethics
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FOR THE SEMINAR
Find alternative definitions for:
HRM
HRDConsider this:
What impact could HRD have on your
career?How long has HRD existed?