Hr development, methods and desig

HR Development, Methods and Design.
Talent Management, Succession Planning, Trends on HR development ...

1. Strategic Plannning Institute of Banking and Management Studies (IBMS) Employee Development - Designs & Methods Presenting By: Prakash Dhakal IBMS – MBA – III

2. Outlines Introduction to Employee Development Need of Employee Development Design and Methods of Development Benefits from Development Some Facts and Examples of Employee Development Practice in Organizations … Trends of Employee Development Prakash Dhakal, MBA - Human Resource Management Dec – 2011

3. Human Development … Prakash Dhakal, MBA - Human Resource Management Dec – 2011 The growth of humans throughout the lifespan, from conception to death. Development is all aspects of human growth , including : Physical Emotional Intellectual Social Perceptual , and Personality development.

4. Joint and on-going effort on the part of an employee and the organization for which individual works to upgrade the employee's knowledge, skills , and abilities . Successful employee development requires a balance between an individual's career needs and goals and the organization's need to get work done. Prakash Dhakal, MBA - Human Resource Management Dec – 2011 E mployee Development

5. If so, then why should Employee Skills and Abilities be Developed ? To make employee more versatile and productive and to manage difficulty and obstacles in the organization. To grapple with complex change in organization, technology and process quite successfully. To give the better performance in the organization and for the work life balance of employees. Prakash Dhakal, MBA - Human Resource Management Dec – 2011 A more highly skilled workforce can accomplish more as the individuals gain in experience and knowledge … E mployee Development

6. Prakash Dhakal, MBA - Human Resource Management Dec – 2011 - Need Analysis E mployee Development

7. Prakash Dhakal, MBA - Human Resource Management Dec – 2011 What Organization Need? - Need Analysis High Productivity Employee Satisfaction Need of Existence Tackle with situation etc … And then organization should plan for the further process of employee development according to its need. Need analysis should be done before implementing employee development plan . E mployee Development

8. Prakash Dhakal, MBA - Human Resource Management Dec – 2011 Highly committed employee requires planning , commitment , and a variety of interventions and strategies that - - Build continued confidence for employee challenges and Improve skills in managing people - Help employees become more aware of their impact on others - Increase the motivation and ability to set and achieve organizational and personal goals - Stimulate continuing skill development and career growth through self-directed and organization sponsored training GO > W hy Employee Development ?

9. Prakash Dhakal, MBA - Human Resource Management Dec – 2011 According to a survey conducted by the American Management Association (AMA), top employee development techniques used by organizations and the proportion of businesses using them as their retention strategy : Employee Development Issues Used in Companies (%) External conferences/seminars 78.1 Tuition reimbursement 67.3 Managerial training 66.8 Company support for degree 62.2 Interpersonal skills training 56.8 Technical training 54.5 Employability training 35.2 Employee Development

10. Prakash Dhakal, MBA - Human Resource Management Dec – 2011 It is becoming increasingly popular in several organizations, as companies are now moving from the traditional term training and development . Talent development is a core concept of employee training, career development, career management, training & development and organizational development. It is expected that during the 21st century more companies will begin to use more integrated terms such as Talent Development. Talent development refers to an organization's ability to align strategic training and career opportunities for employees. T alent Development

11. Continuing and Ongoing Activities, which improve the total personality of executives A Planned effort to improve executives ability handle a variety of assignment It focus the attention on present and as well as future requirements of both the organization and the individual. HRD upholds career planning and ensures all round growth of employees. It maintains transparency in administration. Also it is action-oriented HRD fights resistance to change and make employees more willing to accept the change. Features of HRD Design Process Methods Prakash Dhakal, MBA - Human Resource Management Dec – 2011

12. Need Analysis: Who is responsible for employee training and development? Appraisal of Present Management Talents Inventory of Management Manpower Planning of Individual Development Program The individual development planning process Step 1 - Self-assessment Step 2 - Assess your current position and your work environment Step 3 - Identify development activities Step 4 - Put your plan in action Establishment of Development Programs Evaluation of the RESULT Process of HRD Design Features Methods Prakash Dhakal, MBA - Human Resource Management Dec – 2011

13. Design of HRD Process Features Methods Prakash Dhakal, MBA - Human Resource Management Dec – 2011

14. Decision Making Skill Development Method In Basket Business Games Case Study Interpersonal Skill Development Method Job Knowledge Increment Method Organizational Knowledge Development Method General Knowledge Development Method Specific Individual Need Other Off-the job method of Developing Managers Methods of HRD Process Features Design Prakash Dhakal, MBA - Human Resource Management Dec – 2011

15. Decision Making Skill Development Method Interpersonal Skill Development Method Role Play Sensitivity Training Behavioral Modeling GO > Job Knowledge Increment Method Organizational Knowledge Development Method General Knowledge Development Method Specific Individual Need Other Off-the job method of Developing Managers Methods of HRD Process Features Design Prakash Dhakal, MBA - Human Resource Management Dec – 2011

16. Decision Making Skill Development Method Interpersonal Skill Development Method Job Knowledge Increment Method On the job experiences Coaching and Understudy Action Learning Organizational Knowledge Development Method General Knowledge Development Method Specific Individual Need Other Off-the job method of Developing Managers Methods of HRD Process Features Design Prakash Dhakal, MBA - Human Resource Management Dec – 2011

17. Decision Making Skill Development Method Interpersonal Skill Development Method Job Knowledge Increment Method Organizational Knowledge Development Method Job Rotation Method Multi Task Management General Knowledge Development Method Specific Individual Need Other Off-the job method of Developing Managers Methods of HRD Process Features Design Prakash Dhakal, MBA - Human Resource Management Dec – 2011

18. Decision Making Skill Development Method Interpersonal Skill Development Method Job Knowledge Increment Method Organizational Knowledge Development Method General Knowledge Development Method Special Courses Meeting Reading (Learning) Specific Individual Need Other Off-the job method of Developing Managers Methods of HRD Process Features Design Prakash Dhakal, MBA - Human Resource Management Dec – 2011

19. Decision Making Skill Development Method Interpersonal Skill Development Method Job Knowledge Increment Method Organizational Knowledge Development Method General Knowledge Development Method Specific Individual Need Special Projects Committee Assignments GO > Other Off-the job method of Developing Managers Methods of HRD Process Features Design Prakash Dhakal, MBA - Human Resource Management Dec – 2011

20. Decision Making Skill Development Method Interpersonal Skill Development Method Job Knowledge Increment Method Organizational Knowledge Development Method General Knowledge Development Method Specific Individual Need Other Off-the job method of Developing Managers Conferences and Seminars Lectures and Programmed Instructions GO > Group Discussion and Role Playing Executives Coaches and RESEARCH Methods of HRD Process Features Design Prakash Dhakal, MBA - Human Resource Management Dec – 2011

21. Succession Planning is a process through which senior level openings are planned for and eventually filled Succession Planning Involves: 1. Anticipate Management Needs (based on strategic factors liked planned expansion) 2. Review the Firms Management Skills ( Education, Career Experiences, Performance Appraisals and career performances …) 3. Create Replacement Chart (Summarize Potential Candidates and each persons’ development needs for future division …) 4. Management Development (Using on the job and off the job method) Prakash Dhakal, MBA - Human Resource Management Dec – 2011 D evelopment for Succession Planning

22. Organizational Change is one of the major issue of the HR managers and even more difficult to adopt change Faced with the situation like Strategy, Culture, Structure, Technology, Attitude and Skills of the employees So, Organization should make their employee ready to change. Employee development is very important for this very emerging purpose, so that employee themselves can formulate and cope with change. Prakash Dhakal, MBA - Human Resource Management Dec – 2011 D evelopment for Managing Organizational Change

23. C lass Discussion Topics Prakash Dhakal, MBA - Human Resource Management Dec – 2011 New Employee Training and Development - Is It Worth the Investment? The Challenges of Employee Development Personnel Vs. Personal Development IT and Employee Development

24. Video: Employee Development Prakash Dhakal, MBA - Human Resource Management Dec – 2011 II

25. The 4-Step Employee Development Plan Prakash Dhakal, MBA - Human Resource Management Dec – 2011 Prepare the Employee Monitor Progress Create Confidence To get the employee thinking about their own development and the areas where development can occur, Organization should ask employees about: - Performance and the skills of the employee required for the job. What major accomplishments have you achieved since your last performance appraisal? In what ways, can your supervisor and/or the organization help you to do a better job? - What changes would you like to see in your current job? - What are your job goals for this next year? - Where do you see yourself in five years? Provide Opportunity

26. The 4-Step Employee Development Plan Prakash Dhakal, MBA - Human Resource Management Dec – 2011 Monitor Progress Prepare Employee Create Confidence Observe how the employee is doing.   Schedule to meet regularly to discuss how things are going.   Ask questions; review any quantity and quality measures that are relevant.   Give ongoing feedback on what the individual is doing well and what they need to be doing differently.   Feedback is critical to the success of the developmental process.  If you do not follow up with them, you are essentially telling the employee the developmental process is not all that important to you.   Provide Opportunity

27. Prakash Dhakal, MBA - Human Resource Management Dec – 2011 Provide Opportunity Prepare Employee Monitor Progress Create Confidence Training ( looking at the employee’s performance with the specific job tasks. Peer Coaching (Employees coach other individuals on their jobs) Job Design Changes (to know how the job might be redesigned to enhance proficiency ) Representing the Department (for meetings and seminars …) Delegate Special Projects (make certain the project challenges to the employees – for motivating and developing ) Assist the Boss (to exposed new business perspective) The 4-Step Employee Development Plan

28. The 4-Step Employee Development Plan Prakash Dhakal, MBA - Human Resource Management Dec – 2011 Create Confidence Prepare Employee Monitor Progress Provide Opportunity Give the employee the encouragement and support needed to feel confident in their ability to succeed.   When things do not go as well as planned, focus on what went right (think positively).   You are asking the person to go beyond their current level, take it one step at a time.  Sometimes take smaller steps to ensure a successful outcome.

29. Competency-Oriented HR Development Formalizing competencies as a bridge between human resource development, competence and knowledge management as well as technology-enhanced learning. Information Technology and HR Development Global HR Development T rends on HR D evelopment Prakash Dhakal, MBA - Human Resource Management Dec – 2011

30. The Fact: The ultimate success in developing the employee depends on the employee themselves.   However, the success of the developmental process depends on the manager and organizational plan.   Prakash Dhakal, MBA - Human Resource Management Dec – 2011

31. Have a Nice Day !

32. References: Gary Dessler and Biju Varkkey – Human Resource Management – training and developing employees (pg 295 to 331) Bharatiar University, School of Distance Education – Human Resource Management (pg 87 to 114) Web Sources: http://humanresources.about.com/od/trainingtrends/a/training_trends.htm http://management.about.com/cs/people/a/NEO112597.htm http:// www.wikipedia.org http :// www.google.com