2 Definition of HRM Human Resource Management (HRM) The set of organizational activities directed at attracting, developing, and maintaining an effective work force.
3 Definition of HRDA 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.
4 What is Disaster Management? ‘Disaster management can be defined as the organization and management of resources and responsibilities for dealing with all humanitarian aspects of emergencies, in particular preparedness, response and recovery in order to lessen the impact of disasters.
5 Emergence of HRD Employee needs extend beyond the training classroom Includes coaching, group work, and problem solvingNeed for basic employee developmentNeed for structured career development
6 Relationship Between HRM and HRD Human resource management (HRM) encompasses many functionsHuman resource development (HRD) is just one of the functions within HRM
7 Primary Functions of HRM Human resource planningEqual employment opportunityStaffing (recruitment and selection)Compensation and benefitsEmployee (labor) relationsHealth, safety, and securityHuman resource development
8 Secondary HRM Functions Organization and job designPerformance management and performance appraisal systemsResearch and information systems
9 HRD Functions Training and development (T&D) Organizational developmentCareer development
10 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 orientationSkills & technical trainingCounseling
11 Training and Development (T&D) Development – preparing for future responsibilities, while increasing the capacity to perform at a current jobManagement trainingSupervisor development
12 Organizational 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
13 Career DevelopmentOngoing process by which individuals progress through series of changes until they achieve their personal level of maximum achievement.Career planningCareer management
14 Learning & Performance By Permission: Naughton & Rothwell (2004)
15 Supervisor’s Role in HRD Implements HRD programs and proceduresOn-the-job training (OJT)Coaching/mentoring/counselingCareer and employee developmentA “front-line participant” in HRD
16 Organizational Structure of HRD Departments Depends on company size, industry and maturityNo single structure usedDepends 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
17 Sample HRD Jobs/Roles Executive/Manager: HR Strategic Advisor: consults strategic decision-makers on HRD issues that directly affect the articulation of organization strategies and performance goals. Outputs include HR strategic plans and strategic planning education and training programsHR Systems Designer/Developer assists HR management in the design and development of HR systems that affect organization performance. Outputs include HR program designs, intervention strategies, and implementation of HR programs.
18 Sample HRD Jobs/RolesOrganization Change Agent: advises management in the design and implementation of change strategies used in transforming organizations. The outputs include more efficient work teams, quality management, intervention strategies, implementation, and change reports.Organization Design Consultant advises management on work systems design and the efficient use of human resources. Outputs include intervention strategies, alternative work designs, and implementation.
19 Sample HRD Jobs/RolesLearning Program Specialist (or instructional designer) identifies needs of the learner, develops and designs appropriate learning programs, and prepares materials and other learning aids. Outputs include program objectives, lesson plans, and intervention strategies.
20 Sample HRD Jobs/RolesInstructor/Facilitator presents materials and leads and facilitates structured learning experiences. Outputs include the selection of appropriate instructional methods and techniques and the actual HRD program itself.Individual Development and Career Counselor assists individual employees in assessing their competencies and goals in order to develop a realistic career
21 Performance Consultant (Coach) advises line management on appropriate interventions designed to improve individual and group performance. Outputs include intervention strategies, coaching design, and implementation.Researcher assesses HRD practices and programs using appropriate statistical procedures to determine their overall effectiveness an communicates the results to their organization. Outputs include research designs, research findings and recommendations, and reports.
23 Challenges for HRD Changing workforce demographics Competing in global economyEliminating the skills gapNeed for lifelong learningNeed for organizational learning
24 Changing Demographics in the Workplace By 2020, it is predicted that:African-Americans will remain at 11%Hispanics will increase from 9% to 14%Asians will increase from 4% to 6%Whites will decrease from 76% to 68%Women will increase from 46% to 50%Older workers (>55) will increase to 25%
25 Competing in the Global Economy New technologiesNeed for more skilled and educated workersCultural sensitivity requiredTeam involvementProblem solvingBetter communications skills
26 Eliminating the Skills Gap Example: In South Carolina, 47% of entering high school freshmen don’t graduate.Best state is Vermont, with 81% graduatingEmployees need to be taught basic skills:MathReadingApplied subjectsNeed to improve U.S. schools!
27 Need for Lifelong Learning Organizations changeTechnologies changeProducts changeProcesses changePEOPLE must change!!
28 Need for Organizational Learning Organizations must be able to learn, adapt, and changePrinciples:Systems thinking: Systems thinking recognizes that the whole is the sum of its parts, and measures both the whole and the parts.Personal mastery: The commitment by an individual to the process of learning is known as personal mastery.Mental models: Mental models are the assumptions that individuals hold about the organization or parts of the organization. These assumptions tend to influence behaviors and values.Shared visions: A shared vision is a common focused identity that provides focus and energy for learning.Team learning: The accumulation of individual learning is team learning.
29 A Framework for the HRD Process HRD efforts should use the following four phases (or stages):Need assessmentDesignImplementationEvaluation