Chapter 1 Introduction to human resource Development .pptx

Human Resource Development

1. HUMAN RESOURCE MANAGEMENT Semester: 5 Course Code: HRM 103 Course Name: HRD Lecturer: Abdirahman Beder Muse GOLLIS UNIVERSITY

2. INTRODUCTION TO HRD Chapter 1

3. Introduction Human Resource Development is the part of human resource management that specifically deals with training and development of the employees in the organization. Development of human resources is essential for any organization that would like to be dynamic and growth-oriented . The focus of all aspects of Human Resource Development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers 3

4. Introduction Human Resource Development (HRD) helps employees reach their full potential by developing their personal and organizational skills, knowledge and capabilities . HRD is responsible for providing training and education to help further develop employee career prospects. The main focus for HRD is to develop a suitably skilled workforce, by working together organizations and employees can achieve the company goals . 4

5. Concept of HRD Acquire or sharpen capabilities required to perform various functions associated with their present or expected future roles. Develop their general capabilities as individuals and discover and exploit their own inner potentials for their own and/or organizational development purposes and Develop an organizational culture in which supervisor-subordinate relationships, teamwork and collaboration among sub-units are strong and contribute to the professional well being, motivation and pride of employees . 5

6. 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. Human resource development may be defined as a continuous process to ensure the development of employee competencies, enthusiasm, motivation and effectiveness in a systematic and planned way The American Society for Training and Development characterizes HRD as follows: ‘human asset development is the way toward expanding the human asset limit through develop­ment. It is consequently the way toward enhancing people, groups, or an association as a human framework’. 6

7. Important characteristics of HRD HRD is continuous and planned development effort. The ultimate object of HRD is to contribute to the professional well-being, motivation and comfort of the employees HRD develops the competencies at all levels. 7

8. Relationship Between HRM and HRD Human resource management (HRM) encompasses many functions Human resource development (HRD) is just one of the functions within HRM 8

9. Difference Between HRM and HRD 9 Human resource management Human resource development HRM is a routine and administrative process HRD is continuous process HRM deals with all aspects of the human resources function HRD only deals with the development part. HRM is concerned with recruitment, rewards among others HRD is concerned with employee skills development. HRM functions are mostly formal HRD functions can be informal like mentorship.

10. The need for HRD To improve the working life. To enable the members to attain self actualization through systematically developing their potentials. Tapping the present and future creative abilities of the people to utilize for organizational development. Facilitating growth of employees and making them aware about their strengths and weaknesses. Helping organizations to utilize human resources to their maximum potentials. Benefit opportunities for further development by the employees themselves. 10

11. Scope of HRD Recruitment and selection of employees for meeting the present and future requirements of an organization Performance evaluation of the employees in order to understand their capabilities and improving them through additional training . Career planning and development programs for the employees. Development of employees through succession planning. Learning through job rotation and job enrichment. 11

12. Objectives of HRD Develop the constructive mind and overall personality of each employee. Develop each individuals capabilities to perform the present job well and to handle future likely roles. Develop and maintain a high level of motivation among the employees. Develop the sense of team sprit, team work and inter-team collaboration. Developed the organizational health, culture and climate. 12

13. BENEFITS OF HRD It helps in the integrated growth of its employees. It helps employees to know their strengths and weakness and thus enable them to improve their performance and that of the organization. It generates valid data about employees for personnel functions like training, placement, selection, promotion etc . It leads to greater organizational effectiveness. 13

14. HRD Goals 14

15. HRD Goals The goals of HRD are to develop: The capabilities of each employee as an individual The capabilities of each individual in relation to his or her present role The capabilities of each employee in relation to his or her expected future role(s) The team spirit and functioning in every organizational unit Collaboration among different units of the organization The organization's overall health and self-renewing capabilities which in turn, increase the enabling capabilities of individuals, dyads, teams, and the entire organization. 15

16. Primary Functions of HRM Human resource planning Equal employment opportunity Staffing (recruitment and selection) Compensation and benefits Employee and labor relations Health, safety, and security Human resource development 16

17. Secondary HRM Functions Organization and job design Performance management/ performance appraisal systems Research and information systems 17

18. CRITICAL FUNCTIONS OF HRD Planning for future manpower needs Attracting and recruiting the best people available Utilizing the people selected their best performance Identify the training needs and imparting training Competency mapping and organizational development activities Conducting sessions and workshops Developing an climate of cooperation and teamwork toward the achievement of organizational goals and shared values 18

19. HRD Functions HRD refers to discussion and analysis of workplace learning. The main elements of HRD are: Training and development (T&D) Organizational development Career development 19

20. Training and Development (T&D) Training – improving the knowledge, skills and attitudes of employees for the short-term, particular to a specific job or task – e.g. Employee orientation Skills & technical training Coaching Counseling 20

21. Training and Development (T&D) Development – preparing for future responsibilities, while increasing the capacity to perform at a current job Management training Supervisor development 21

22. Training and Development (T&D) Training and development have two distinct meanings Development has a status attachment, for example managers and professionals have undertaken a period of development for them to achieve their status. Development occurs over time . Training is referred to in the context of employees, they are trained to perform a specific task. 22

23. Organizational Development The process of improving an organization’s effectiveness and member’s well-being through the application of behavioral science concepts Focuses on both macro- and micro-levels HRD plays the role of a change agent 23

24. Career Development Ongoing process by which individuals progress through series of changes until they achieve their personal level of maximum achievement. Career planning Career management 24

25. Supervisor’s Role in HRD Implements HRD programs and procedures On-the-job training (OJT) Coaching/mentoring/counseling Career and employee development A “front-line participant” in HRD 25

26. Organizational Structure of HRD Departments Depends on company size, industry and maturity No single structure used Depends in large part on how well the HRD manager becomes an institutional part of the company – i.e., a revenue contributor, not just a revenue user 26

27. The HRD Process HRD is a sequential process which involves, observation, planning, action and review. This process enables individuals to manage and develop their cognitive expertise and behaviors, improve team and organizational performance within the workplace. 27

28. Challenges of HRD Rapid changes in Technology Transnational suppliers and customers Fierce competition Innovation for survival World-class Quality-demand of customer High product differentiation achieved by very low manufacturing costs Extremely short lifecycles of products/services Quicker response to market 28

29. Human Resource Development is a process of enabling the workforce in an organization to make things happen using their maximum skills and knowledge . Similarly, every firm wants to grow high and at the same time, wants to have a happy team of employees. Employees who feel connected, engaged and motivated will give their best outcome to the company. For this, the firms run such HRD programs from time to time to enhance and polish the staff’s skill set and make them feel more motivated for the work. Conclusion 29

30. In conclusion, HRD is a set of planned and systematic activities designed to provide the workforce with the necessary skill set to meet current and future goals. Human Resource Development is a combination of education and training programs that ensures continual growth and improvement of the individual. Organizations should sensibly make use of these HR techniques to get the maximum outcome and desired results from the employees. Conclusion 30

31. HRD is a process which helps employees of an organization to improve their functional capabilities for their present and future roles to develop their general capabilities to harness their inner potentialities both for their self and organizational development All of the above Review Questions 31

32. HRD is needed in an organization because HRD improves the capabilities of people HRD improves team work HRD leads to greater organizational effectiveness All of the above Review Questions 32

33. Human resources can be viewed as ___ of the people of an organization. skills knowledge commitment sum of knowledge, skills and commitment Review Questions 33

34. ANY QUERY