DEVELOPMENT

OF
HUMAN
RESOURCES

In the economics of work, the forward-looking
management is one which provides opportunities for
development of human capital. Employees can best
be partners in any enterprise if they are maximally
developed and when they reach their optimum
potential.

Human resources development is a function of
management that registers, traces and insures
individual progress through continued job
proficiency, career growth and individual guidance.
Like other organization, should grow in worth so that
their utilization reaches maximum strength and
power.

Main Objective

To develop human resources.

What is Human Resources?

a hired people whom execute his knowledge
and skills to the maximum level in such
organization.


How to develop Human Resources?

TRAINING
CAREER PLANNING
COUNSELING

TRAINING

The training is needed when;

Substandard work performance
Decreased productivity
High wastage or scrappage of resources
Larger than expected reject rate
High accident rate
Change in employee career plans and
organization objectives, structure and staffing
Untapped potentials that are promising

Types of Training

Orientation a limited task covers only the responsibilities and
duties
Ex. TIP
On-the-job Training simple and realistic giving the worker a hands-
on approach to actual methods, problems and solutions.
Ex. Internship
Vestibule training offered a short courses under working
conditions that approximate those in the next level.
Ex. MAED
Training for Tenured Employees classification of work based on
the given appointment.
Ex.
Type of Employees Place of training Type of program
Operative On-site Formal
Managerial Off-site Non-formal


Note:
Operative employees include the
professional, technical, rank and file group
Managerial employees Top and middle
managers

Policies on Training

1. Institutional or individual based
The selection of training can be done in institution
or individual.

2. Who selects trainees
Based on results of performance
evaluation and general employee appraisal,
the immediate supervisor is the best superior
to choose individual for training.
Sample Training Questionnaire
3. Criteria for selection
My favorite part:
A common complaint among those who do not
enjoy fast promotion is that management does not give its
employees the same in-service training opportunities. This
heard in organizations where staff development is allotted
heavy weight in the list of promotion criteria. The hue and
cry of favoritism in the selection of trainees already tapped
for promotion must have some justification.

4. Resources for training
Financial
Resource person
Facilities
Actual job needs



Training Methodologies (Philippines)

Lecture
Lecture-discussion
group work
conference with the use of teaching aids like
charts, posters, overhead
Sample Training Matrix
Evaluation of Training
training runs its full cycle when its results or
effects are evaluated. The program consumes a
sizable portion of the human resources budget
and it is part good management determine if it
has been worth the cost. The value received
from the increase in productivity, better
performance, more wholesome attitudes that
can be attributable to training compared to the
costs incurred in that training.

Sample Training Evaluation Form
CAREER PLANNING

a process by which the individual worker patterns
and orchestrates his separate but related work
activities to prepare him together with the
organization to take greater job and personal
responsibility for his future.

Objective
is to make the individual accept responsibility for
whatever he achieves.

Assumption
Status quo in ones position is not in the agenda of his
employment. Everyone wants to be happy in his job.

Value
The process make him more motivated because he is
doing what he wants and he is able and willing to
accept responsibility for his growth and
accomplishment.

Operationalizing the Career Planning
Program
Utilize the career growth cycle the individual
sets up with management the goals regarding
his work.
Plan and utilize the job itself
Set goals
Conduct frequent performance review and
feedback

Career Growth Cycle
Performance
Success
Recognition
Esteem
Feedback
Goals
Effort
Career Path of a Medical Representative
President/
Managing
Director
VP
Distribution
VP
Marketing
Marketing
Services
Manager
Product
Manager

Marketing
Operation
Manager
-promotions
Manager
District
Manager
Medical
Representative
Recruit
VP
ADM & Finance
COUNSELING

is the person-to-person relationship between a
professional guide and client in which the
former helps the latter solve his own problem.


Types of Counseling
1. Job Counseling which deal with job related
problems like habitual tardiness in submission of
reports and reporting to work, sub-standard
productivity, significant material, wastage, very
sticky superior-subordinate relationship.
2. Personal Counseling deals with psychological,
moral, religious, social problems affecting the
individual and his family. Example; Alcoholism,
moral turpitude, family and home problems.

Types of Counseling Case

Normal cases with problems that surface rarely
or whose problems are normal in daily life
activities.
Slightly abnormal personalities whose problems
are due to recent incidents or occurrences that
have affected some aspects of life and job
activities.
Neurotic and psychotic cases whose problems are
deeply embedded and have some complex
ramifications.

Who does Counseling

Normal Cases handled by the organization
supervisors
Slightly Abnormal personalities handled by
the counselor or psychologist
Neurotic And Psychotic Case- Handled by the
counseling psychologist or psychiatrist

Counseling Approach

Directive Counseling. The counselee is confused
and cannot help himself. He needs somebody to
solve his problem.
Non-Directive Counseling. The counselee has the
ability to see through himself and his problem.
He can solve his problem by himself.
Non-coercive Counseling. This is an eclectic
approach using directive and/or non-directive
technique depending on the type of client and
problem. The client will find the solution to his
problem
End..