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LEARNING OBECTIVES
APPLY AND ANALYSE AND EVALUATE AND COMMENT ON T&D THEORIES AND PRACTICES EVALUATE STAKEHOLDERS INTEREST AND EMPIRICAL RESEARCH AND MODELS RELATED TO T&D PROVIDE ADVICE ON THE MANAGEMENT OF THE T&D FUNCTIONS, POLICIES AND PRACTICES ANALYSE THE ROLE OF THE T&D FUNCTIONS FACILITATE LEARNING AND TRANSFER OF TRAINING USING APPROPRIATE TRAINING DELIVERY METHODS AND THEORIES DEVELOP APPROPRIATE TRAINING PROGRAMMES TO IMPROVE STAFF PERFORMANCE INFORMED BY TRAINING NEEDS ANALYSIS AND TRAINING EVALUATION.
STUDENT EVALUATION
SEMESTER A: 20% COURSEWORK 1 (GROUP PROJECT) CONSISTS OF 3 COMPONENTS: 1. PRODUCING AND DELIVERING A TRAINING EVENT WITH PEER EVALUATION (8% GROUP BASED WORK) 2. PRODUCING A WRITTEN REPORT T&D PROGRAMME (8% GROUP BASED WORK 3. PRODUCING PERSONAL DEVELOPMENT PLAN (4% INDIVIDUAL WRITTEN PIECE OF WORK)
Definition of HRD
A 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.
Evolution of HRD
Early apprenticeship programs Early vocational education programs Early factory schools Early training for unskilled/semiskilled Human relations movement Establishment of training profession Emergence of HRD
Werner & DeSimone (2006) 7
World War I
Retool & retrain Show, Tell, Do, Check
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Emergence of HRD
Employee needs extend beyond the training classroom Includes coaching, group work, and problem solving Need for basic employee development Need for structured career development ASTD changes its name to the American Society for Training and Development
Werner & DeSimone (2006) 12
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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 development Career 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 planning Career management
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HR Manager Role
Integrates HRD with organizational goals and strategies Promotes HRD as a profit enhancer Tailors HRD to corporate needs and budget Institutionalizes performance enhancement
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HR Systems Designer/Developer
Assists HR manager in the design and development of HR systems Designs HR programs Develops intervention strategies Plans HR implementation actions
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Instructor/Facilitator
Presents learning materials Leads and facilitates structured learning experiences Selects appropriate instructional methods and techniques Delivers instruction
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Researcher
Assesses HRD practices and programs Determines HRD program effectiveness Develops requirements for changing HRD programs to address current and future problems
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Design Phase
Selecting who delivers program Selecting and developing program content Scheduling the training program
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Implementation Phase
Implementing or delivering the program
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Evaluation Phase
Determining program effectiveness e.g., Keep or change providers? Offer it again? What are the true costs? Can we do it another way?
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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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