Post on 31-Oct-2014
description
transcript
Werner &
DeS
imone (2006)1
INTRODUCTION TO HUMAN RESOURCE DEVELOPMENT
Chapter 1
PRIMARY FUNCTIONS OF HRM
Human resource planning Equal employment opportunity Staffing (recruitment and selection) Compensation and benefits Employee and labor relations Health, safety, and security Human resource development
2
Wern
er &
DeSim
one (2
00
6)
SECONDARY HRM FUNCTIONS
Organization and job designPerformance management/ performance appraisal systems
Research and information systems
3
Wern
er &
DeSim
one (2
00
6)
LIMITS OF AUTHORITY
HRM & HRD units have staff authority (Overhead function)
Line authority takes precedence Scope of authority – how far (how much) can
you authorize?
4
Wern
er &
DeSim
one (2
00
6)
HRD FUNCTIONS
Training and development (T&D)Organizational developmentCareer development
5
Wern
er &
DeSim
one (2
00
6)
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 trainingCoachingCounseling
6
Wern
er &
DeSim
one (2
00
6)
TRAINING AND DEVELOPMENT (T&D)
Development – preparing for future responsibilities, while increasing the capacity to perform at a current jobManagement trainingSupervisor development
7
Wern
er &
DeSim
one (2
00
6)
ORGANIZATIONAL DEVELOPMENT
The process of improving an organization’s effectiveness and member’s well-being through the application of behavioral science concepts
Focuses on both macro- and micro-levels
HRD plays the role of a change agent
8
Wern
er &
DeSim
one (2
00
6)
CAREER DEVELOPMENT
Ongoing process by which individuals progress through series of changes until they achieve their personal level of maximum achievement.Career planningCareer management
9
Wern
er &
DeSim
one (2
00
6)
HRD
HRD Related Areas
Human Resource
Wheel
Training and Development
Organizational Development
Career Development
Organization/ Job Design
Human ResourcePlanning
PerformanceManagement
Systems
Selection andStaffing
Compensation/Benefits
Employee Assistance
Labor Relations
HR Resrch & Information
Systems
THE HUMAN RESOURCE WHEEL
HRD is the integrated use of training and development, organization development, and career development, to improve individual, group and organizational effectiveness. Those three areas use development as their primary process.
CRITICAL HRD ISSUES
Strategic management and HRD The supervisor’s role in HRD Organizational structure of HRD
12
Wern
er &
DeSim
one (2
00
6)
STRATEGIC MANAGEMENT & HRD
Strategic management aims to ensure organizational effectiveness for the foreseeable future – e.g., maximizing profits in the next 3 to 5 years
HRD aims to get managers and workers ready for new products, procedures, and materials
13
Wern
er &
DeSim
one (2
00
6)
SUPERVISOR’S ROLE IN HRD
Implements HRD programs and procedures On-the-job training (OJT) Coaching/mentoring/counseling Career and employee development A “front-line participant” in HRD
14
Wern
er &
DeSim
one (2
00
6)
SUMMARY
HRD is too important to be left to amateurs HRD should be a revenue producer, not a
revenue user HRD should be a central part of company You need to be able to talk MONEY
15
Wern
er &
DeSim
one (2
00
6)
GROUP WORK Identify an organization with at least 7 employees, which you
feel does not have an existing HRD. Examples: Internet shop, Mini-restaurants, Photocopy centers, Convenient stores
Interview employees/employer. Enumerate common feelings of employees (rate satisfaction on the job, and factors which affect job satisfaction)
List responses and from the point of view of a Human Resource Analyst, discuss the responses with you groupmates and submit an essay of your case study by using the following format: (short bondpaper, 1.5 line spacing, Font Arial 12) Introduction Problems encountered Possible causes to problems encountered Recommended solutions to problems
Spelling and grammar is important. Your grade will be lowered if your English is poor. Write complete sentences and paragraphs.