Agenda

What exactly is HRD?

What constitutes the field of HRD?

What do HRD practitioners do?

What are the competencies required to be a successful HRD practitioner?

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From the 21st century perspective

What is HRD?

Jerry Gilley & Steven Eggland

Definition of “HRD”

“Organized learning activities arranged within an organization in order to improve performance and/or personal growth for the purpose of improving the job, the individual, and/or the organization."

What constitutes HRD?

Individual development

Career development

Performance management

Organizational development

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From the 21st century perspective

FOUR FUNDAMENTAL COMPONENTS

What constitutes HRD?

Personal development

Acquisition of new knowledge

New skills

Improved behavior

Individual Development

Individual Short-term

FOCUS RESULT

What constitutes HRD?

Professional developmentAnalyze and identify individual interests, values, and competencies required for future jobsIndividual activities: Career planning, career awareness, etc.Organizational activities: mentoring, counseling, workshops, seminars, etc.

Career Development

Individual Long-term

FOCUS RESULT

What constitutes HRD?

Systematic approach to improving organization performanceMatch the right individual with the right knowledge, tools, environment and jobRelies on performance, causal and root-cause analysis to measure performanceAnalyses motivation system, work environment, appraisal systems, etc.

Performance Management

Organization Short-term

FOCUS RESULT

What constitutes HRD?

Directed at constructing new and creative organizational solutions to problemsEnhances congruence among culture, structure, processes, mission & procedurePromotes closer working relation among practices, strategies and leadershipEnables organization to regenerate itself as it confronts new challenges

Organization Development

Organization Long-term

FOCUS RESULT

What do HRD Practitioners do?Jerry Gilley &

Steven Eggland

1989

1. Leaders and Managers2. Learning Agents3. Instructional Designers4. Performance Engineers5. HRD Consultants (Performance

and Change Agents)

5 Broad Categories IDENTIFIED

What Competencies required?Leaders and Managers

Jerry Gilley & Steven Eggland

1989

1. Strong interpersonal skills2. Assertion skills3. Conflict-resolution skills4. Collaborative problem-solving

skills5. Mentoring skills6. Establishing appropriate

performance goals7. Performance evaluation skills

What Competencies required?Learning Agents

Jerry Gilley & Steven Eggland

1989

1. Good analysis and evaluation skills

2. Excellent group facilitation skills: Should relate well to others

3. High intelligence4. Teaching skills; wants to teach 5. Seeks self-actualization, rather

than security and money6. Powerful written communication

and presentation skills7. Program design skills8. Experience in subject-matter

What Competencies required?Instructional Designers

Jerry Gilley & Steven Eggland

1989

1. Ability to conduct needs assessment

2. Assess learners and trainees3. Analysis of job, task and content4. Develop performance

measurements5. Specify instructional strategies6. Design instructional material7. Evaluate instruction/training8. Design management system9. Excellent planning skills10.Excellent communication skills

What Competencies required?Performance Engineers

Jerry Gilley & Steven Eggland

1989

1. Results driven2. Investigative3. Know how to set and maintain

standards4. Cooperative / collaborative5. Flexible while maintaining key

principles6. Willing and able to add value

What Competencies required?HRD Consultants

Jerry Gilley & Steven Eggland

1989

1. Interpersonal skills2. Conceptual skills3. Technical skills4. Integrative skills5. Analytical skills6. Political awareness skills7. Conflict resolution skills8. Objectivity9. Organizational awareness10.Specialized knowledge