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"THE TIMES THEY ARE A-CHANG'IN." Are they ever! And our organizations and jobs will never be the same. Changes are based on the global economy, on changing technology, on our changing work force, on cultural and demographic changes, and on the changing nature of work itself. The changes are different this time. They are permanent, and will permanently affect the way our work and our lives are structured. We need to learn new skills and develop new abilities, to respond to these changes in our lives, our careers, and our organizations. We can deal with these constructively, using change for our competitive advantage and as opportunities for personal and organizational growth, or we can be overwhelmed by them. Who is affected by change -- you are! With all the downsizing, outsourcing and team building, responsibility and accountability are being downloaded to individuals. So everyone is now a manager. Everyone will need to acquire and/or increase their skills, knowledge and abilities to perform their jobs (and now, to perform other people's jobs too!) 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. Is training the answer? Yes, partly, sometimes, but certainly not always. In the paper industry, training has been big with capital projects but often is not continued into operational improvement. We have often thought training was what was needed (or not needed). But there are other answers too -- the solution may lie with organization development, career development, or a combination of these or other strategies.
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.
Employee needs extend beyond the training classroomIncludes coaching, group work, and problem solvingNeed for basic employee developmentNeed for structured career development
Training and development (T&D)Organizational developmentCareer development
Development – preparing for future responsibilities, while increasing the capacity to perform at a current jobManagement trainingSupervisor development
The process of improving an organization’s effectiveness and member’s well-being through the application of behavioral science conceptsFocuses on both macro- and micro-levelsHRD plays the role of a change agent
Ongoing process by which individuals progress through series of changes until they achieve their personal level of maximum achievement.Career planningCareer management
Strategic management and HRDThe supervisor’s role in HRDOrganizational structure of HRDStrategic management and HRDThe supervisor’s role in HRDOrganizational structure of HRD
Corporate HRD and Skills Development for Employment: Scope and Strategies The term "Human Resource Development" was coined by Dr. Leonard Nadler professor emeritus at George Washington University and author of "The Handbook of Human Resource Development.“ HRD is "organized learning activities arranged within an organization in order to improve performance and/or personal growth for the purpose of improving the job, the individual, and/or the organization"
HRD is the integrated use of training, career, and organization development to improve individual effectiveness. HRD includes the areas of training, career, and organization development. This is related to Human Resource Management -- a field which includes HR research and information systems, union/labor relations, employee assistance, compensation/benefits, selection and staffing, performance management systems, HR planning, and organization/job design.
Better performance Development opportunity Training for high level of competency and excellence Meet the goals of industry training and management education. Promote creativity Learning environment
People are motivated by compelling opportunities. It takes a positive frame of mind to get motivated. -The Basic Tenet of Emotional Motivation Skill-based pay Training Culture Opportunity Merit pay reinforces performance culture Labor Rewards Relations Performance Management EmploymentSign-on Bonus Merit Pay
Training increases performance and greatly reduces the likelihood of costly mistakes. Continuing education creates high- performing human resource associates.
Training with rapid results Instruction design and evaluation process Global interest in E-learning is growing globally
Growth and economic development. Government and national policies. Resources are efficiently utilized to support HRD when the maximum benefit is created at the lowest possible cost.
Decreased legal costs and fewer lawsuits -- two of the most important effects training has on human resources.
As the human resources of a country develop, the country progresses and the benefits spread all over the country. Better skilled and well-trained human resources attract a larger foreign investment into the country and improve the brand image of the country internationally.
The entire workforce gains when human resource training is provided.
Several effective methods for training and developing your staff are available. Traditional methods include classroom learning and on-the-job training; advanced technology provides more options such as online training and webinars.
Online learning has become very popular, given that technology provides opportunities for trainers to develop computer-based training sessions. An advantage to the online method is convenience.
Your entire company benefits when human resource associates are well-trained. Turnover is reduced when human resource professionals understand how to retain employees.