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2.HRD Functions

Human resource development (HRD) is one of the functions within human resource management (HRM). The three primary HRD functions are training and development, organizational development, and career development. Training involves improving employees' knowledge, skills, and attitudes for short-term tasks, while development prepares employees for future roles. Organizational development focuses on improving organizational effectiveness and employee well-being through behavioral science. Career development involves helping employees progress through career changes to reach their maximum potential.

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132 views

2.HRD Functions

Human resource development (HRD) is one of the functions within human resource management (HRM). The three primary HRD functions are training and development, organizational development, and career development. Training involves improving employees' knowledge, skills, and attitudes for short-term tasks, while development prepares employees for future roles. Organizational development focuses on improving organizational effectiveness and employee well-being through behavioral science. Career development involves helping employees progress through career changes to reach their maximum potential.

Uploaded by

ravi1766
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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HRD Functions

Chapter 2

1
Relationship Between HRM
and HRD
Human resource management (HRM)
encompasses many functions
Human resource development (HRD) is
just one of the functions within HRM

2
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
3
Secondary HRM Functions
Organization and job design
Performance management/
performance appraisal systems
Research and information systems

4
Line versus Staff Authority
Line Authority – given to managers
directly responsible for the production
of goods and services (direct function)
Staff Authority – given to units that
advise and consult line units

5
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?

6
HRD Functions
Training and development (T&D)
Organizational development
Career development

7
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 orientation
 Skills & technical training
 Coaching
 Counseling

8
Training and Development
(T&D)
Development – preparing for future
responsibilities, while increasing the
capacity to perform at a current job
 Management training
 Supervisor development

9
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

10
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

11
Learning & Performance

12
Critical HRD Issues
Strategic management and HRD
The supervisor’s role in HRD
Organizational structure of HRD

13
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

14
Organizational Structure of
HRD Departments
Depends on company size, industry and
maturity
No single structure used
Depends in large part on how well the
HRD manager becomes an institutional
part of the company – i.e., a revenue
contributor, not just a revenue user

15
HRD Organization in a Large
Company

16
Challenges for HRD
Changing workforce demographics
Competing in global economy
Eliminating the skills gap
Need for lifelong learning
Need for organizational learning

17
A Framework for the HRD
Process
HRD efforts should use the following
four phases (or stages):
Needs assessment
Design
Implementation
Evaluation
(“A DImE”)
18
Training & HRD Process Model

19
Needs Assessment Phase
Establishing HRD priorities
Defining specific training and objectives
Establishing evaluation criteria

20
Design Phase
Selecting who delivers program
Selecting and developing program
content
Scheduling the training program

21
Implementation Phase
Implementing or delivering the program

22
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?

23

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