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PRINCIPLES OF HRD FOR IBC

By Dr Simon Smith

[email protected]

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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CH-1Copyright 2008 Werner, et al

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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?

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