the hrd problemns of private colleges

7/28/2019 The HRD Problemns of Private Colleges

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Human Resource Development

Programs: Highlighting the

Problems of Private Colleges

Sheila G. Dolipas


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Paradigm of the Report

Human Resource

Development

-Society

-Organizations-Educational Institutions

Problems and Issues

In HRD

Problems Of HRD

Among Private

Colleges


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Human Resources Development

is the process of increasing the knowledge,the skills, and the capacities of all thepeople in a society.

The processes of human resourcesdevelopment unlock the door tomodernization. ( Frederick Harbison and Charles A.Myers Education, Manpower and Economic Growth:Strategies of Human Resources Development


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Importance of HRD

It is the human element that;

Commands

Directs Organizes

Controls

Maximizes


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Its Implication:

Societies that do not gear themselves toHRD will find it difficult to progress beyond

the present level of economic and social

development.


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Five Dragons of ASIA

Japan

South Korea

Taiwan, China

Singapore

Hong Kong

-Small LaborMarkets

- Lack Natural

Resources

-Produce goods

global marketwould accept


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It is the

humancapitalwhich

wasessentialfor them

to

succeed


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Human Resources Development

The Development of People withinthe organization


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Training and Development

Career Development

Organizational Development

Counseling


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TRAINING focuses on teaching

organizational members how toperform their current jobs and

helping them acquire the

knowledge and skills they need

to be effective performers.

DEVELOPMENT focuses

on building the

knowledge and skills of

organizational membersso that they are prepared

to take on new

responsibilities and

challenges


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It is a process in which the

employees career isplanned, guided, anddeveloped so that he/shemay derive outmost personalbenefit and satisfaction from

employment by being able tomake use of his or herpotentials, talents, and skills(Azansa, 2000).


Career Development

Career

Planning

Career

Management


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Effort planned, organizationwide, and managed fromthe top, to increase

organizationeffectiveness and healththrough plannedinterventions in the

organizations processusing behavioral scienceknowledge. (Beckhard,2000)


Organizational

Development


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Counseling as a human resource

development program

encourages an employee to

learn from job and non-jobrelated problems which are

usually handled by counselors

and in severe cases clinical

psychologists orpsychotherapists (Martires,

2004)


Counseling


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Career Development

Organizational Development

Counseling

For the advancement of knowledge, skills

competency of the human resources for

personal growth and professional

advancement all of which are expected to

redound to organizational effectiveness and

efficiency


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Problems and Issues on HRD

On TRAINING AND DEVELOPMENT

1.Changes in the Demands forTraining Needs

2.Assessment of the Training

Needs

3.Effectiveness of the TrainingProvided


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On CAREER DEVELOPMENT

1. Career Planning not Institutionalized(in the Philippines, Martires, 2004)

2. CD is a minor consideration

3. many managers are reluctant to

approach employees about

performance problems.



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On ORGANIZATIONAL DEVELOPMENT

1.Resistance to change is amajor hindrance to the process

of OD.

2. OD is not an inexpensiveundertaking (Faculo, 1999)


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On COUNSELING

Counseling is usually notincluded in HRD programs in

most organizations.


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Other Problems in Relation to HRD

Financial Capability vis a vis the Priorities

of the Organization

The design, execution,

and administration of

training and other

HRD processes cancarry risks of

significant financial

loss.

For some, money should

rather be used in

motivating the

employees by directlyincreasing salaries and

incentives rather than

investing in HRD


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Behaviorism in EducationalOrganizations: Revealing

Managers Reward andPunishment Behavior


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What rewards do you think would be most effective? f %

Praise from managers

Yes 13 87

No 2 13Gift vouchers/money/Increased Income

Yes 11 69

No 5 31

Promotion/PrivilegesYes 17 94

No 1 6

Special certificates

Yes 10 71No 4 29

High Performance Evaluation

Yes 13 76

No 4 24

While its true that financialreward is important to any

employee, other factors

such as creating a

motivational climate anddevelopmental culture is

also a must in any

organization.


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Other Problems in Relation to HRD

Turnover of Employees

is it worth the effort to invest

in HRD when there is noassurance that

organizations will benefit

from an employee who

underwent employeedevelopment program

(Harvard Business

Essentials, 2002)

poaching workers

is the practice of

some companies ofrecruiting and

acquiring good and

properly trained

workers at theexpense of another

company (Harvard

Business

Essentials, 2002)


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Problems of HRD among Private

Colleges

As taken from:

THE HUMAN RESOURCE

DEVELOPMENT PROGRAMS

AMONG PRIVATE COLLEGES OFBAGUIO AND BENGUET


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TRAINING AND DEVELOPMENT DEGREE OF

SERIOUSNESS

WeightedMean

Description

a. The trainings/seminars sponsored by the school are

insufficient. 3.4966 Very Seriousb. The training needs of the employees are not assessed 3.4698 Very Serious

c. There are insufficient development activities foremployees 3.4430 Very Serious

d. The criteria for the selection of recipients for training

and development programs are inadequate 3.4392 Very Serious

e. There are no follow-up activities for the training

participants

3.4094 Very Serious

f. The policies and procedures on training and

development are insufficient. 3.3557 Fairly Seriousg. The effectiveness of training and developmental

activities are not evaluated 3.3356 Fairly SeriousFactor Average 3.4223 Very Serious


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Implications

lack of training would result to a workforce

with outdated skills No mechanisms to assess the training needs of

the faculty members would result to trainingprograms that are not needed could be

instituted while others that are valuable could

be ignored.

if the criteria for the selection for training and

development are inadequate, it would result to

disgruntled employees for issues of preferential

treatment and discrimination would arise.

an absence of follow-up activities for training

participants would render the training useless for the

effectiveness of the training course would not be gaugedand the management would have no way of identifying

whether or not the expense and time spent was a

profitable investment.

CAREER DEVELOPMENT DEGREE OF SERIOUSNESS


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CAREER DEVELOPMENT DEGREE OF SERIOUSNESS

WeightedMean

Description

a. The supervisor or manager does not assist in evaluating

career needs

3.3289 Fairly Seriousa. The opportunity for career growth is not enough 3.2953 Fairly Seriousa. The talented employees are not tapped and developed. 3.2819 Fairly Seriousa. The employees and organization do not collaborate in

planning the workers job and career responsibilities 3.2585 Fairly Serious

a. The employees lack the effort and knowledge in mapping

their career direction

3.2483 Fairly Seriousa. The opportunities for career advancement are not

disseminated in the organization

3.2245 Fairly Seriousa. The employees do not embark on career planning 3.2081 Fairly Serious

h. The needs and abilities of employees are not aligned to the

career opportunities within the organization

3.1879 Fairly Serious

i. The administrators do not manage the career of the

employees.

3.1586 Fairly Serious

Factor Average 3.2410 Fairly Serious

ORGANIZATIONAL DEVELOPMENT DEGREE OF


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ORGANIZATIONAL DEVELOPMENT DEGREE OF

SERIOUSNESS

Weighte

dMean

Description

a. The intervention processes and activities to increase

the schools effectiveness are insufficient 3.4430 Very Serious

a. The strategies or action plans to improve

organizational performance are inadequate3.4362 Very Serious

a. The organizational activities to improve the college

are not evaluated 3.3793 Fairly Seriousa. The issues and problems of the college are not

identified.

3.3514 Fairly Seriousa. The causes and effects of the organizational problems

are not determined. 3.3514 Fairly Seriousa. There is no commitment from employees towards

organizational change 3.2215 Fairly Serious

Factor Average 3.3639 Fairly Serious


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Implications

Intervention processes and activities are

the actual implementations of plans

towards organizational change.

There is no organizational commitment to

any plans of actions launched by the

organization or plans of actions towards

change is initiated.


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COUNSELING DEGREE OF

SERIOUSNESS

Weighte

dMeanDescription

a. There is no access to counseling services

on issues such as stress reduction,

personal conflict, alcoholism, etc.

3.4295 Very

Serious

a. There is no personal counseling on

psychological, moral, religious, and social

problems affecting the employees

3.4094 Very

Serious

a. The counseling services provided toemployees on job-related problems are not

enough

3.3826 FairlySerious

Factor Average 3.4074 Very

Serious


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Recommendations

Administration should looked into the training and

counseling programs

1. training its younger faculty,

2. sending employees to seminars/workshops,

3. assessing training needs, and

4. selection criteria as to who should be sent for training,

and provision for formal training.

5. provide counseling services that would address

problems on stress and other problems affecting the

faculty.

the hrd problemns of private colleges

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