Werner &

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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

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SECONDARY HRM FUNCTIONS

Organization and job designPerformance management/ performance appraisal systems

Research and information systems

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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?

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HRD FUNCTIONS

Training and development (T&D)Organizational developmentCareer development

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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

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TRAINING AND DEVELOPMENT (T&D)

Development – preparing for future responsibilities, while increasing the capacity to perform at a current jobManagement trainingSupervisor development

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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

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CAREER DEVELOPMENT

Ongoing process by which individuals progress through series of changes until they achieve their personal level of maximum achievement.Career planningCareer management

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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

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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

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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

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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

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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.