Corporate Human Resource

Development
Presented by BBA Legends
Presenter
M.Faizan
Roll No 39
 What is corporate?
• Relating to a large company or group
(of a large company or group) authorized to
act as a single entity and recognized as
such in law.
• Or shared by all the members of a group.
 What is Resource?
A resource is a source or supply from which
a benefit is produced

What is Development?
The systematic use of scientific and technical knowledge to meet
specific objectives or requirements.

Reference http://www.businessdictionary.com/definition/development.html
 Corporate Human Resource
Development
• Corporate: Relating to a large company or group (of a large company or
group) authorized to act as a single entity and recognized as such in law.
• Human Resource: the personnel of a business or organization, regarded
as a significant asset in terms of skills and abilities.
• Development: The systematic use of scientific and technical knowledge to
meet specific objectives or requirements.

Systematically increasing and

producing benefit in the terms of
humans Knowledge, skills and
ability in large company that has
single identity in law
 What is HRD?
Human Resource Development (HRD) is the
framework for helping employees develop
their personal and organizational skills,
knowledge, and abilities.
 What is HRD?
• HRD is one of the most significant opportunities that employees seek when
they consider you as an employer. The ability, and encouragement, to
continue to develop their skills help you to retain and motivate employees.
• Human Resource Development includes such opportunities as:
– employee training
– employee career development
– performance management and development
– coaching
– mentoring,
– succession planning,
– key employee identification
– tuition assistance,
– organization development.
• The focus of all aspects of Human Resource Development is on developing
the most superior workforce so that the organization and individual
employees can accomplish their work goals in service to customers.
Video
 Learning from video
• We need a leader
• External environment • Who plan,
organize and
• HR into HC control and have
belief
• Opportunities •
• Knowledge, skills and experience
• Weakness to strength Superior Resource Center
• Environment of Classes
• Vision
2019-2020
• Values vision
• Leader and Leadership qualities Dreams of CH.
Abdul Rehman
• Resources
• Human Resource Development
– Hr capital development
– Positive knowledge to students
Corporate strategy Example
Corporate Strategy Example
Corporate Strategy Example
Corporate Strategy Example
Corporate Strategy Example
Presenter
Abubakar
Training and Development
 What is Training?
• Training - a planned effort by a company to
facilitate employees’ learning of job-related
competencies.
– Competencies include knowledge, skills or behavior
critical for successful job performance.
• The goal of training is for employees to master
the competencies and apply them to their day-
to-day activities.
 What is Training? (cont.)
• To use training to gain a competitive
advantage, a company should view
training broadly as a way to create
intellectual capital.
• Intellectual capital includes basic skills
advanced skills an understanding of the
customer or manufacturing system, and
self-motivated creativity.
What is Training? (cont.)
• High-leverage training
– Is linked to strategic business goals and
objectives.
– Uses an instructional design process to
ensure that training is effective.
– Compares or benchmarks the company's
training programs against training programs in
other companies.
– Creates working conditions that encourage
continuous learning.
 Presenter

Muhammad Zakka Naz

What is Training? (cont.)
• Continuous learning - requires
employees to understand the entire work
system, including the relationships among
their jobs, their work units, and the
company.
What is Training? (cont.)
• Managers take an active role in:
– Identifying training needs.
– Ensuring that employees use training in their
work.
– Facilitating the sharing of knowledge, by using
informational maps.
What is Training? (cont.)
• Today, training is being evaluated on how
training addresses business needs related
to learning, behavior change, and
performance improvement.
What is Training? (cont.)
• There is a greater emphasis on:
– Providing educational opportunities for all
employees.
– Performance improvement as an ongoing
process than a one-time training event.
– Demonstrating to executives, managers, and
trainees the benefits of training.
– Learning as a lifelong event.
– Training being used to help attain strategic
business objectives.
Presenter
Babar Ali
How to Design Training?
Step 1
 The Needs Assessment

• Person analysis involves:

– determining whether performance deficiencies
result from a lack of knowledge, skill, or ability
(a training issue) or from a motivational or
work-design problem.
– identifying who needs training.
– determining employees’ readiness for training.
 The Needs Assessment
• Task analysis – identifies the important tasks and
knowledge, skills, and behaviors that need to be
emphasized in training for employees to complete their
tasks.
• organizational analysis
diagnostic business process that can help organizations
understand their performance, look for problem areas,
identify opportunities, and develop a plan of action for
improving performance. In short, an organizational analysis
is a review of the basic components of an organization.
Presenter
Hammad Ali
Step 2 and 3
Presenter

Haider Ali
 Learning Theories
Reinforcement Theory Social Learning Theory

Goal Theories

Need Theories

Expectancy Theory
Information Processing Adult Learning Theory
Theory
 Features of Good
Instruction That Facilitate Learning
Characteristics of Good Training
Objectives
Presenter
Mirza Junaid
Details to Consider When Evaluating a Training Room
Examples of Seating
Arrangements
Presenter
Sikandar
Design Document Template
Sample of a Detailed Lesson Plan
Features of an Effective Lesson Plan
Sample Lesson Overview
Presenter

Ali Akbar
Step 4
A Model of the Transfer Process
Step 5
 Evaluation Introduction

• Training effectiveness - the benefits that

the company and the trainees receive from
training.
• Training outcomes or criteria -
measures that the trainer and the
company use to evaluate training
programs.
Presenter

Abid Raza
Evaluation Introduction (cont.)
• Training evaluation - the process of
collecting the outcomes needed to
determine if training is effective.
• Evaluation design - collection of
information, including whom, what, when,
and how, for determining the effectiveness
of the training program.
Determining Return on Investment (ROI)

• Cost-benefit analysis - process of

determining the economic benefits of a
training program using accounting
methods that look at training costs and
benefits.
• ROI should be limited only to certain
training programs, because it can be
costly.
Determining Return on Investment
(ROI) (cont.)
• Determining costs
– Methods for comparing costs of alternative training
programs include the resource requirements model
and accounting.
• Determining benefits – methods include:
– technical, academic, and practitioner literature.
– pilot training programs and observance of successful
job performers.
– Estimates by trainees and their managers.
 Determining Return on Investment
(ROI) (cont.)
• To calculate ROI, divide benefits by costs.
The ROI gives an estimate of the dollar
return expected from each dollar invested
in training.
What is the link of corporate to
human resource
development?
IMPLICATIONS OF BUSINESS
STRATEGY FOR TRAINING
Presenter

Farhan
Employee Career
Development
 Why is Career Management
Important?
• It is the process through which employees:
– become aware of their own interests, values,
strengths, and weaknesses.
– obtain information about job opportunities
within the company.
– identify career goals.
– establish action plans to achieve career goals.
 Why is Career Management
Important? (cont.)
• From the company’s perspective, the
failure to motivate employees to plan their
careers can result in:
– a shortage of employees to fill open positions.
– lower employee commitment.
– inappropriate use of monies allocated for
training and development programs.
 Why is Career Management
Important? (cont.)
• From the employees’ perspective, lack of
career management can result in:
– frustration due to lack of personal growth and
challenge at work.
– feelings of not being valued in the company.
– an inability to find suitable employment, in
case of mergers, acquisitions, restructuring,
or downsizing.
 Why is Career Management
Important? (cont.)
• Career motivation refers to employees’:
– energy to invest in their careers.
– awareness of the direction they want their
careers to take.
– ability to maintain energy and direction
despite barriers they may encounter.
 Summary
1. Corporate Human Resource
Development
• Corporate strategy
2. Linking of Corporate to HRD
3. Training and Development
• ADDIE Model
4. Career Management