Knowing The A B C... & X Y Z... Of Human Resource Development Significance
Human Resource the core and main component of any organization, the pillars on which the organization stands and grows is nurtured to the best extent and hence there are ways and means adopted to enhance the skills and qualities of human resource so that along with them the organization grows as well. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, tuition assistance, and organization development. Development of the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers. The goal of HRD is to improve the performance of our organizations by maximizing the efficiency and performance of our people. We are going to develop our knowledge and skills, our actions and standards, our motivation, incentives, attitudes and work environment.
Developing all kind of resources that we possess can be the start point of development process:
Physical resources: investments in updating your physical equipment, so we can compete with state-of-the-art production tools and facilities.
Financial resources: being capital intensive in the production businesses. The money will follow our ideas, our successes, and our productivity.
Information and knowledge resources: Continuing attracting capital in competition with other industries; the need is to be as good as they are in accessing the new world of information. It's time to join the Internet.
Human resources: This is the leverage point! Here's where what you can make significant differences in our lives, our careers, and our organizations. Changes that are made or changes that occur are permanent, and will permanently affect the way our work and our lives are structured. These constructive changes can act as our competitive advantage and as opportunities for personal and organizational growth, or we can be overwhelmed by them.
ASSESSMENT OF NEEDS
This sounds simple, but we are often in too much of a hurry. But we plan, very carefully and cautiously, before making most other investments in process changes and in capital and operating expenditures. This needs assessment and planning will lead to several possible ways to improve performance.
PROGRAM DESIGN, DEVELOPMENT & EVALUATION
We need to consider the benefits of any HRD intervention before we just go and do it: What learning will be accomplished? What changes in behavior and performance are expected? Will we get them?
TRAINING & DEVELOPMENT
Acquiring knowledge, developing competencies and skills, and adopting behaviors that improve performance in current jobs, including: adult learning theory and applications, instructional systems design, train-the-trainer programs, and instructional strategies and methods
ORGANIZATION DEVELOPMENT
The diagnosis and design of systems to assist an organization with planning change. OD activities include: change management, team building, learning organizations, management development, quality of work life, and management by objectives, strategic planning, and participative management. organizational restructuring, job redesign, job enrichment, centralization vs. decentralization, changes in the organization's reward structure, process consultation, executive development, action research, third party interventions, and more.
CAREER DEVELOPMENT
Activities and processes for mutual career planning and management between employees and organizations. Changes in our organizations are resulting in more empowerment for employees. The responsibility for our own career development is downloaded to us.
Training and Development Options: Job Content and Responsibilities
You can impact training and development significantly through the responsibilities in an employee’s current job.
Expand the job to include new, higher level responsibilities.
Reassign responsibilities that the employee does not like or that are routine.
Provide more authority for the employee to self-manage and make decisions.
Invite the employee to contribute to more important, department or company-wide decisions and planning.
Provide more access to important and desirable meetings.
Provide more information by including the employee on specific mailing lists, in company briefings, and in your confidence.
Provide more opportunity to establish goals, priorities, and measurements.
Assign reporting staff members to his or her leadership or supervision.
Assign the employee to head up projects or teams.
Enable the employee to spend more time with his or her boss.
Provide the opportunity for the employee to cross-train in other roles and responsibilities.
Attaining degrees and university attendance enhance the knowledge and capabilities of your staff while broadening their experience with diverse people and ideas.[/i][/b][/i][/b]
Enable the employee to attend an external seminar, conference, speaker, or training event.
Perform all of the activities listed before, during, and after a training session to ensure that the learning is transferred to the employee’s job.
Pay for the employee to take online classes and identify low or no cost online (and offline) training
Pay for memberships in external professional associations with the understanding that employees will attend meetings, read the journals, and so forth and regularly update coworkers.
Provide a flexible schedule so the employee can take time to attend university, college, or other formal educational sessions.
Provide tuition assistance to encourage the employee's pursuit of additional education.
Allow employees to pursue training and development in directions they choose, not just in company-assigned and needed directions.
Have your company support learning, in general, and not just in support of knowledge needed for the employee’s current or next anticipated job.
Recognize that the key factor is keeping the employee interested, attending, and engaged
Creating Training Stickiness Before the Employee Training Sessions
Make sure the need is a training and development opportunity.
Provide training and development that is really relevant to the skill you want the employee to attain
Provide information for the employee about exactly what the training session will involve
Training is her responsibility and she needs to take the employee training seriously
Frequently in managing the people element of their business senior managers will only focus on one or two dimensions and neglect to deal with the others. Typically, companies reorganize their structures to free managers from bureaucracy and drive for more entrepreneurial flair but then fail to adjust their training or reward systems.
Human Resource the core and main component of any organization, the pillars on which the organization stands and grows is nurtured to the best extent and hence there are ways and means adopted to enhance the skills and qualities of human resource so that along with them the organization grows as well. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, tuition assistance, and organization development. Development of the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers. The goal of HRD is to improve the performance of our organizations by maximizing the efficiency and performance of our people. We are going to develop our knowledge and skills, our actions and standards, our motivation, incentives, attitudes and work environment.
Developing all kind of resources that we possess can be the start point of development process:
Physical resources: investments in updating your physical equipment, so we can compete with state-of-the-art production tools and facilities.
Financial resources: being capital intensive in the production businesses. The money will follow our ideas, our successes, and our productivity.
Information and knowledge resources: Continuing attracting capital in competition with other industries; the need is to be as good as they are in accessing the new world of information. It's time to join the Internet.
Human resources: This is the leverage point! Here's where what you can make significant differences in our lives, our careers, and our organizations. Changes that are made or changes that occur are permanent, and will permanently affect the way our work and our lives are structured. These constructive changes can act as our competitive advantage and as opportunities for personal and organizational growth, or we can be overwhelmed by them.
ASSESSMENT OF NEEDS
This sounds simple, but we are often in too much of a hurry. But we plan, very carefully and cautiously, before making most other investments in process changes and in capital and operating expenditures. This needs assessment and planning will lead to several possible ways to improve performance.
PROGRAM DESIGN, DEVELOPMENT & EVALUATION
We need to consider the benefits of any HRD intervention before we just go and do it: What learning will be accomplished? What changes in behavior and performance are expected? Will we get them?
TRAINING & DEVELOPMENT
Acquiring knowledge, developing competencies and skills, and adopting behaviors that improve performance in current jobs, including: adult learning theory and applications, instructional systems design, train-the-trainer programs, and instructional strategies and methods
ORGANIZATION DEVELOPMENT
The diagnosis and design of systems to assist an organization with planning change. OD activities include: change management, team building, learning organizations, management development, quality of work life, and management by objectives, strategic planning, and participative management. organizational restructuring, job redesign, job enrichment, centralization vs. decentralization, changes in the organization's reward structure, process consultation, executive development, action research, third party interventions, and more.
CAREER DEVELOPMENT
Activities and processes for mutual career planning and management between employees and organizations. Changes in our organizations are resulting in more empowerment for employees. The responsibility for our own career development is downloaded to us.
Training and Development Options: Job Content and Responsibilities
You can impact training and development significantly through the responsibilities in an employee’s current job.
Expand the job to include new, higher level responsibilities.
Reassign responsibilities that the employee does not like or that are routine.
Provide more authority for the employee to self-manage and make decisions.
Invite the employee to contribute to more important, department or company-wide decisions and planning.
Provide more access to important and desirable meetings.
Provide more information by including the employee on specific mailing lists, in company briefings, and in your confidence.
Provide more opportunity to establish goals, priorities, and measurements.
Assign reporting staff members to his or her leadership or supervision.
Assign the employee to head up projects or teams.
Enable the employee to spend more time with his or her boss.
Provide the opportunity for the employee to cross-train in other roles and responsibilities.
Attaining degrees and university attendance enhance the knowledge and capabilities of your staff while broadening their experience with diverse people and ideas.[/i][/b][/i][/b]
Enable the employee to attend an external seminar, conference, speaker, or training event.
Perform all of the activities listed before, during, and after a training session to ensure that the learning is transferred to the employee’s job.
Pay for the employee to take online classes and identify low or no cost online (and offline) training
Pay for memberships in external professional associations with the understanding that employees will attend meetings, read the journals, and so forth and regularly update coworkers.
Provide a flexible schedule so the employee can take time to attend university, college, or other formal educational sessions.
Provide tuition assistance to encourage the employee's pursuit of additional education.
Allow employees to pursue training and development in directions they choose, not just in company-assigned and needed directions.
Have your company support learning, in general, and not just in support of knowledge needed for the employee’s current or next anticipated job.
Recognize that the key factor is keeping the employee interested, attending, and engaged
Creating Training Stickiness Before the Employee Training Sessions
Make sure the need is a training and development opportunity.
Provide training and development that is really relevant to the skill you want the employee to attain
Provide information for the employee about exactly what the training session will involve
Training is her responsibility and she needs to take the employee training seriously
Frequently in managing the people element of their business senior managers will only focus on one or two dimensions and neglect to deal with the others. Typically, companies reorganize their structures to free managers from bureaucracy and drive for more entrepreneurial flair but then fail to adjust their training or reward systems.