Human Resource Development Programs: Highlighting the Problems of Private Colleges

Sheila G. Dolipas

Paradigm of the Report

Human Resource Development -Society -Organizations -Educational Institutions Problems and Issues In HRD Problems Of HRD Among Private Colleges

Human Resources Development

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

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

Importance of HRD
It is the human element that;
Commands Directs Organizes Controls Maximizes

Its Implication:

Societies that do not gear themselves to HRD will find it difficult to progress beyond the present level of economic and social development.

Five Dragons of ASIA

Japan South Korea Taiwan, China Singapore Hong Kong
-Small Labor Markets - Lack Natural Resources

-Produce goods global market would accept

It is the human capital which was essential for them to succeed

Human Resources Development

The Development of People within the organization

Human Resource Development

Training and Development

Career Development

Organizational Development
Counseling

Human Resource Development

Training and Development
TRAINING focuses on teaching organizational members how to perform their current jobs and DEVELOPMENT focuses helping them acquire on the building the knowledge and skills theyknowledge need and skills of to be effective performers. organizational members

so that they are prepared to take on new responsibilities and challenges

Human Resource Development

Career Development
It is a process in which the employees career is planned, guided, and developed so that he/she may derive outmost personal benefit and satisfaction from employment by being able to make use of his or her potentials, talents, and skills (Azansa, 2000). Career Planning

Career Management

Human Resource Development

Effort planned, organization wide, and managed from the top, to increase organization effectiveness and health through planned interventions in the organizations process using behavioral science knowledge. (Beckhard, 2000)

Organizational Development

Human Resource Development

Counseling as a human resource development program encourages an employee to learn from job and non-job related problems which are usually handled by counselors and in severe cases clinical psychologists or psychotherapists (Martires, 2004)

Counseling

Human Resource Development

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

Training and Development Career Development Organizational Development Counseling

Problems and Issues on HRD

On TRAINING AND DEVELOPMENT

1. Changes in the Demands for Training Needs 2. Assessment of the Training Needs 3. Effectiveness of the Training Provided

Problems and Issues on HRD

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.

Problems and Issues on HRD

On ORGANIZATIONAL DEVELOPMENT

1. Resistance to change is a major hindrance to the process of OD. 2. OD is not an inexpensive undertaking (Faculo, 1999)

Problems and Issues on HRD

On COUNSELING

Counseling is usually not included in HRD programs in most organizations.

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 can carry risks of significant financial loss. For some, money should rather be used in motivating the employees by directly increasing salaries and incentives rather than investing in HRD

Behaviorism in Educational Organizations: Revealing Managers Reward and Punishment Behavior

What rewards do you think would be most effective? Praise from managers Yes No While its true that financial Gift vouchers/money/Increased Income reward is important to any

f 13 2 11 5 17 1 10 4 13

% 87 13 69 31 94 6 71 29 76

employee, other factors such as creating a No motivational climate and Promotion/Privileges Yes developmental culture is also a must in any No organization.
Yes Special certificates Yes No High Performance Evaluation Yes

No

24

Other Problems in Relation to HRD

Turnover of Employees
is it worth the effort to invest in HRD when there is no assurance that organizations will benefit from an employee who underwent employee development program (Harvard Business Essentials, 2002)
poaching workers is the practice of some companies of recruiting and acquiring good and properly trained workers at the expense of another company (Harvard Business Essentials, 2002)

Problems of HRD among Private Colleges

As taken from:

THE HUMAN RESOURCE DEVELOPMENT PROGRAMS AMONG PRIVATE COLLEGES OF BAGUIO AND BENGUET

TRAINING AND DEVELOPMENT

DEGREE OF SERIOUSNESS Weighted Mean Description

a. The trainings/seminars sponsored by the school are insufficient.

3.4966

Very Serious

b. The training needs of the employees are not assessed

c. There are insufficient development activities for employees d. The criteria for the selection of recipients for training and development programs are inadequate

3.4698
3.4430 3.4392

Very Serious
Very Serious Very Serious

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

f. The policies and procedures on training and development are insufficient. g. The effectiveness of training and developmental activities are not evaluated Factor Average

3.4094
3.3557 3.3356 3.4223

Very Serious
Fairly Serious Fairly Serious Very Serious

Implications
lack of training would result to a workforce with outdated skills
No mechanisms to assess the training needs of faculty members would result to training the if the criteria for the selection for training and programs thatare areinadequate, not needed it could be would development an absence of follow-up activities for training result to instituted others that are valuable could disgruntled employees for issues of preferential participantswhile would render the training useless for the be ignored. treatment and discrimination would arise. effectiveness of the training course would not be gauged
and 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 Weighted Mean Description Fairly Serious Fairly Serious Fairly Serious Fairly Serious

a. The supervisor or manager does not assist in evaluating career needs a. The opportunity for career growth is not enough a. The talented employees are not tapped and developed. a. The employees and organization do not collaborate in planning the workers job and career responsibilities a. The employees lack the effort and knowledge in mapping their career direction a. The opportunities for career advancement are not disseminated in the organization a. The employees do not embark on career planning h. The needs and abilities of employees are not aligned to the career opportunities within the organization

3.3289 3.2953 3.2819 3.2585

3.2483 3.2245 3.2081 3.1879

Fairly Serious Fairly Serious Fairly Serious Fairly Serious

i.

The administrators do not manage the career of the employees.

3.1586
3.2410

Fairly Serious
Fairly Serious

Factor Average

ORGANIZATIONAL DEVELOPMENT

DEGREE OF SERIOUSNESS Weighte d Mean Description

a. The intervention processes and activities to increase the schools effectiveness are insufficient a. The strategies or action plans to improve organizational performance are inadequate a. The organizational activities to improve the college are not evaluated

3.4430

Very Serious

3.4362 3.3793

Very Serious Fairly Serious

a. The issues and problems of the college are not identified.

a. The causes and effects of the organizational problems are not determined. a. There is no commitment from employees towards organizational change Factor Average

3.3514
3.3514 3.2215 3.3639

Fairly Serious
Fairly Serious Fairly Serious Fairly Serious

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.

COUNSELING

DEGREE OF SERIOUSNESS Weighte d Mean Description

a. There is no access to counseling services on issues such as stress reduction, personal conflict, alcoholism, etc. a. There is no personal counseling on psychological, moral, religious, and social problems affecting the employees a. The counseling services provided to employees on job-related problems are not enough Factor Average

3.4295

Very Serious

3.4094

Very Serious

3.3826

Fairly Serious Very Serious

3.4074

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.