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Topic 1 - Introduction To HRD

HRD involves three primary functions: training and development, organization development, and career development. Training and development focuses on changing employee knowledge, skills, and attitudes through activities like orientation, skills training, coaching, and management development. Organization development is a planned, organization-wide effort to increase effectiveness through interventions using behavioral science. Career development is a long-term process where organizations help employees progress through stages to utilize their full potential.

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Hassan Salleh
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128 views

Topic 1 - Introduction To HRD

HRD involves three primary functions: training and development, organization development, and career development. Training and development focuses on changing employee knowledge, skills, and attitudes through activities like orientation, skills training, coaching, and management development. Organization development is a planned, organization-wide effort to increase effectiveness through interventions using behavioral science. Career development is a long-term process where organizations help employees progress through stages to utilize their full potential.

Uploaded by

Hassan Salleh
Copyright
© © All Rights Reserved
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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BMHR 5203 (HRD)

ASSOC. PROF.
DR. NIK HASNAA NIK MAHMOOD
DEPARTMENT OF SCIENCE, MANAGEMENT &
DESIGN
UTM RAZAK SCHOOL
UTM KUALA LUMPUR
TEL : 0122276050
[email protected]
[email protected]
L1 :Definitions of HRD and HRM

• Human Resource Development (HRD) can


be defined as a systematic and planned
activities designed by an organization to
provide its members with the opportunities
to learn necessary skills to meet current and
future job demands (Werner & De simone,
2006)
• Learning is at the core of all HRD activities
Cont..
• Human Resource Management (HRM) can
be defined as the effective selection and
utilization of employees to best achieve the
goals and strategies of the organization as
well as the needs and goals of the
employees.
• HRM responsibility is shared by human
resource specialists and line management
Primary HRM Functions
• Human resource planning
• Equal Employment Opportunity
• Staffing (recruitment and selection)
• Compensation and benefits
• Employee (labor) relations
• Health safety and security
• HRD
HRD Functions
3 Primary HRD Functions (Mc Lagan, 1989)

1. Training and Development(T & D)


2. Organization Development
3. Career development
cont
1. T & D
 T&D focus on changing or improving the
knowledge, skills and attitude of individuals
 Training providing employees the knowledge
and skills needed to do a particular job
 Development activities have a longer term focus
on preparing for future work responsibility
 T&D begins with employee orientation
 Skills and technical training narrow in scope to
teach the new employees a particular skills or
area of knowledge
• Training focus on immediate changes in job
performance
• Representing a short term acquisition of
knowledge, skills and attitude which
individual needs to learn in order to be able
to effectively undertake their job role
cont
 Development activities begins once employees
have become proficient in their job e.g coaching
and counseling
 In coaching process employees are encouraged to
address any work-related problem, to maintain
superior level of performance
 Coaching involves treating employees as partner
in achieving personal and organizational goals
 Counseling are used to assist employees to deal
with their personal problems
cont
 HRD professionals are also responsible for
coordinating management training and
development (e.g.for managers and
supervisors)
 e.g supervisory training, job rotation,
effective leadership seminar, etc.
1. CAREER - ADVANCEMENT
- A PROFESSION
- A LIFELONG SEQUENCE
OF JOB
A sequence of positions held by a person during
his/her lifetime (Robbins & Coulter 1999)
A general course that a person chooses to pursue
throughout his/her working life (Mondy et. al,
1999)
Career development
Career development is an ongoing process
by which individuals progress through a
series of stages each of which is
characterized by a relatively unique set of
issues, themes and task
CAREER DEVELOPMENT
A long-term effort in which organization
helps employees utilize their full potentials.
A formal approach taken by the
organization to ensure that people with
proper qualification and experience are
available when needed.
CAREER PLANNING
An ongoing process whereby a person sets career
goals and identifies the mean to achieve them
Career Management
Involves taking the necessary steps to achieve that
plan, generally focuses more on what the
organization can do to foster employee career
development
CAREER PATH
Flexible line of movement through which a person
move during employment in a company
Cont..
2. Organizational development (OD)
• OD is an effort : 1) planned, 2) organization wide and 3)
managed from the top, to 4) increase organization
effectiveness and health through 5) planned interventions
in the organizations processes using behavioral-science
knowledge (Beckhard, 1999)
• OD is a response to change, a complex educational
strategy intended to change the belief, attitude, values and
structure of organization so that they can better adapt to
new technologies , market and challenges and the dizzying
rate of change itself (Bennis, 1996)
• OD is a planned process of change in an organization’s
culture through the utilization of behavioral science
technologies, research and theory (Burke, 1984)
cont
• The role of HRD professional involved
in an OD intervention is to function as
a role agent
New Learning and Performance
• Workplace Learning and Performance
- coaching
- managing organizational knowledge
- career planning & talent management
- improving human performance
- measuring and evalaution

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