Download Human Resource Development and Career Planning-Training and Development-Lecture Slides and more Slides Training and Development in PDF only on Docsity!
Human Resource Development and
Career Planning
Human Resource Development:
The human competency development has become an essential prerequisite for long run growth and development of the organization which develops the economy of the nation. So, many organizations have step up new departments known as Human Resource Development (HRD) Departments which symbolize the recognition of importance of people’s competency development. Some organizations like service sector and public sector undertakings are taking HRD a synonymous with training.
But HRD is not only the training but its overall
development of the employees. HRD uses
various mechanisms to develop human
competencies. In an organizational context,
HRD can be derived as a process by which the
employees of an organization are helped in a
continuous and planned way to:
- Acquire to sharpen capabilities required to
perform various functions associated with
their present or expected future roles.
- HRD process is facilitated by mechanisms like performance appraisal, training, organization development, feedback and counseling cover development, potential development, job rotation and rewards.
- HRD creates opportunities for employees to acquire new competencies through a process of performance planning feed back, training periodic review of performance, assessment of the developmental needs and creation of developmental opportunities through training, job rotation, responsibility etc.
The Need For HRD
For successful achievement of organizational
objectives the human factor is the most
important factor, because it is the living sector
among all other factors of production. The
human beings or the people in the
organization need knowledge, attitudes,
values and skills to effective handling of their
task. The greater the quality of performance
of tasks, the higher level of skills is required in
the people.
- In order to develop these factors employees’ competencies need to be developed through HRD. If a University wants to do better than before by improving its nature of courses offered and the quality of teaching, it has to undertake a faculty development programme. If it decides to improve the quality of administration, HRD activities may need to be undertaken to equip the administration with better competencies. When a hospital wants to improve its services the hospital may need to undertake an organizational development.
When a profit making business organization wants to expand itself and diversity in its activities, it needs to develop its employees in all aspects to face the new challenges and new tasks required fro the venture. Thus the organizations need HRD for the following implant factors.
- Survival
- Growth
- Diversification
- Effectiveness
- Development of systems and services
- Achieving excellence through proper leadership role
- Change and dynamic role in the industry
An HRD oriented performance appraisal is used as a mechanism for supervisors to:
- Understand the difficulties of their subordinates and try to remove these difficulties.
- Understand the strengths and weakness of their subordinates and help the subordinates to realize these.
- Help the subordinates to become aware of their positive contributions.
- Help subordinates to acquire new capabilities.
- Encourage subordinates to accept more responsibilities and challenges.
- Plan for effective utilization of the talents of subordinates. In HRD organizations, every supervisor has the responsibility to ensure the development of his subordinates in relation to the capabilities required to performance their jobs effectively. Generally, the supervisor schedules individuals meetings with each employee to discuss the employee’s performance, communicate the performance areas that need attention and jointly establish areas to be worked on or goals to be achieved by the next scheduled discussion.
Feedback and Performance Coaching:
Knowledge of one’s strengths helps one to become more effective, to choose situations in which one’s strengths are required, and to avoid situations in which one’s weakness could create problems. This also increase the satisfaction of the individual. Often, people do not recognize their strengths, supervisors in an HRD system have the responsibility for ongoing observation and feedback to subordinates about their strengths and their weaknesses, as well as for guidance in improving performance capabilities.
Career Planning:
The HRD philosophy is that people performance better when they feel trusted and see meaning in what they are doing. In the HRD system corporate growth plans are not kept secret. Long-range plans for the organization are made known to the employees. Employees are helped to prepare for change whenever such change is planned; in fact the employees help to facilitate the change. Major change are discussed at all levels to increase employee understanding and commitment. Most people want to know the possibilities for their growth of the career opportunities.
Organization Development:
This function includes research to ascertain
the psychological health of the organization.
This is generally accomplished by means of
periodic employee surveys. Efforts are made
to improve organizational health through
various means in order to maintain a
psychological climate that is conducive to
productivity.
Rewards:
Rewarding employee performance and behavior is
an important part of HRD. Appropriate rewards not only recognize and motivate employees, but also communicate the organization’s values to the employees. In HRD systems, innovations and use of capabilities are rewarded in order to encourage the acquisition and application of positive attitude and skills. Typically rewards include certificates of appreciation, newsletter, announcements and increase in salary, bonus, special privileges and desired training.
Quality of work life programmes generally focus on the environment within the organization.
- Basic physical concerns such as heating and air
conditioning.
- Lighting and safety precautions.
- Recreation and aesthetics.
- Psychological and motivational factors such as
flexible work hours.
- Freedom to suggest changes or improvements.
- Challenging work, and varying degrees of
autonomy.
Human Resource Information:
All appropriate information about employees
should be stored in a central human resources
data bank ( usually by means of computer). Thus
includes all basic information about each
employee, training programmes attended,
performance records, potential appraisals,
accomplishments, etc. this data is utilized
whenever there is a need to identify employees
for consideration for special projects, additional
training or higher level jobs.
