1. Workshop Four Topic 4.5 Human Resources Development © Ana G. Méndez University System, 2012. All rights reserved.

2. Human Resource Development (HRD) is the integrated use of: training, organizational development, and career development efforts to advance an individual, a group, and the organizational effectiveness.

3. What we need for HRD First, the employees attitude is crucial, as their attitude will influence their behavior towards their work, which will affect their work performance. Second employees skills, knowledge, and ability. The organization must always ensure that their employees are equipped with the correct skill. It opens doors to future potential supervisors.

4. The more recent attribution to HRD HRD is the process of developing the capacities of the workforce to adapt to change.

5. HRD Benefits The sole purpose of training and development programs is to build the necessary skills of the employees and to create positive feelings among them. A trained and skilled employee is far better than those untrained and unskilled. He becomes competent and performs his assigned task independently.

6. The need Before training programs are being implemented, the need of training is identified. Talk to supervisors, seek the needs of their staff….and the lack of skills that are to be develop. Changes in Technology. A more complex organization. Management is getting obsolete.

7. HRD….How we impact our staff Not everyone learns the same way….. Learning how to learn essentially means your employees respond to your coachable moments and absorb the lessons therein, and are better prepared to grow their skills, take on more responsibilities, and meet any future job challenges

8. A Successful Learning Experience The goals of the employee training or development program are clear The employees are involved in determining the knowledge, skills and abilities to be learned The employees are participating in activities during the learning process The work experiences and knowledge that employees bring to each learning situation are used as a resource A practical and problem-centered approach based on real examples is used

9. A Successful Learning Experience New material is connected to the employee's past learning and work experience The employees are given an opportunity to reinforce what they learn by practicing The learning environment is informal, safe and supportive The individual employee is shown respect The learning opportunity promotes positive self-esteem

10. What can be an obstacle for HRD… Organization’s higher management are not role models. Lack of communication between the supervisors and HR. Organization only thinks about their own financial situation, without thinking of their employees. Not considering on the job training.

11. What to avoid as HR Professionals Non sense policies related to training. Not verifying the credibility of the training source. Not taking in consideration the cultural aspect, and the contents of the training. Costly trainings to the organization Not taking in consideration the needs of a department, regarding development.

12. Be in compliance….always. Every organization has its policies and procedures when it comes to staff development. Find creative ways to make this happen, and improve the entire procedure, while using technology, other external sources, incorporation internal tools, and engaging all staff in that process.

13. End Congratulations you have finished Workshop Four. I invite you to complete the tasks.