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Definition of HRD
A set of systematic and planned activities designed by an organization to provide its members with the necessary skills to meet current and future job demands.
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Emergence of HRD
Employee needs extend beyond the
training classroom
problem solving
Need for basic employee development Need for structured career development ASTD changes its name to the American
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HRD Functions
Training and development (T&D)
Organizational development
Career development
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and attitudes of employees for the shortterm, particular to a specific job or task e.g.,
Employee orientation Skills & technical training Coaching Counseling
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Organizational Development
The process of improving an organizations
effectiveness and members well-being through the application of behavioral science concepts
Focuses on both macro- and micro-levels HRD plays the role of a change agent
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Career Development
v Ongoing process by which individuals
progress through series of changes until they achieve their personal level of maximum achievement.
Career planning Career management
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organizational effectiveness for the foreseeable future e.g., maximizing profits in the next 3 to 5 years
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Coaching/mentoring/counseling
maturity
manager becomes an institutional part of the company i.e., a revenue contributor, not just a revenue user
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What Is HRD ?
HRD is a process of developing and
unleashing human expertise through organization development (OD) and personnel training and development (T&D) for the purpose of improving performance.
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Define Objectives Develop Lesson Plan Develop /Acquire materials Select Trainer/leader Select Methods & Techniques Schedule the
Needs Assessment
v It is a process by which an organizations HRD
needs are identified & articulated. It is the starting process of HRD and training process.
for future
The condition under which the HRD activity will 4/14/12
occur
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v Organizational Resources
v Organizational Climate
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process
Person Analysis
Performance Data Observation Work Sampling Interviews Questionnaires Tests Attitude Surveys Training Progress Charts Rating Scales Critical Incidents
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Develop/Acquire materials
Sequencing of activities
used
Program Outlets
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was valuable?
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(b) Brinkerhoff(1987)
Goal setting Program design Program implementation Immediate outcomes Intermediate or Usage outcomes
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(a) Interview (b) Questionnaire (c) Direct Observation (d) Tests & Simulations (e) Archival Performance Data
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4.
Career Development
Click to edit Master subtitle style
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What is a career?
The property of an occupation or
organization:
Career Development
v Definition:
It is an ongoing process by which individuals progress through a series of stages, each of which is a characterized by relatively unique set of issues, themes, and tasks.
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(cont.)
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Employees
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Thank
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