Challenges to HRD professionals: 1.

Increasing work force diversity: org need to

address racial, ethnic and other prejudices tht may persist, as well as cultural
insensitivity and language differences, and also d increasing number of women in d
workforce, org should continue to provide opportunities to them for their
advancement into d senior ranks. 2.Competing in a global economy: d successful
org must hire employees with d knowledge to compete in an increasing market.
competing in d global economy require educated and trained workers to meet new
challenges. Developing managers to be global leaders has been identified as a major
challenge for org in this decade. It is also necessary for d org to give an important
focus on retaining d workforce and on d quality improvement programs.
3.Eliminating d skills gap: org must have to hire educated workers. But org also
have to confront tht about 30% to 40% of students entering d workforce are unable to
meet job requirements, due to d deficiency of basic skills. So it's also necessary to
have vocational studies and school to work transition programs in colleges and
universities, in order to meet d job requirements. 4.The need for lifelong learning:
need for life long learning will require org to make an ongoing investment in HRD.
Lifelong learning can mean different things to different employees. In this rapid
changing global economy, it is clear tht employee must continue d learning process
thought out their careers in order to meet challenges. 5.Facilitating org al learning:
if org s are going to make fundamental changes, they must be able to learn, adopt and
change. It is important for an org to become a learning org . HRD professionals
must develop learning theories, and how these theories enhance individual
development.

Leading ideas that shape HRD: 1. Talent mgt & leadership development: if u don’t
mange talent in ur org, they wil leave d org for better, u have to manage d talent, nd
HRD allows d senior officer to manage d talent nd where we have to use, nd all d
brains wl leave d org, if u want to contribute in d org dn u have to manage, if u do dy
wl show loyality, dy wl know abt d opportunity growth. Human capital: refer to d
sum of attribute, life experience, knowledge, energy, enthusiasm, that d company
employee invest in their work. Retention: talent people are like frog dy are likely to
jump from one place to another so how u will stop them, development if there is
present in org.talent mgt is done properly so many outsider wl b attracted to d org.
leadership development: succession planning who wl replace whom, we have to
devlp leader through sucession planning, b/c basicly today uncertain environment we
don’t know who wl leave u from d org so if u want stability in d org, dn u hav to
develp. This help d org to achieve stability in face of uncertain condition.2.linking
development: (bzns strategy stratgic training & development initiatives -> devlpmt
activities -> matrics tht show d value of traing & devlpmt.) 3.Knowldge mgt: refers
to d process of enhancing employe performance by designing & implementing tools,
process, system, culture, nd structure to improve d creation, sharing nd use of
knowledge. How to create a sharp knowledge.? a. use technology to allow d people to
store information & share it with other. B. publish directories tht list what employee
do nd how dy can b contacted & type of knowledge dy hav. C. develp informational
map tht identify where specific knowledge is stored in d company. D. create chief
information officer & chief learning officer positions for facility d exchange of
information in d company. E. allow employe to take time off from their work to
acquire knowledge, study problem, attend training & use technology. F. create online
library of learning resources. G. design office space to facilitate interaction.
4.devepng diverse work force: compatative advantage. Why it is gained, b/c we had
different people wd difrnt culture nd those bring no innovative ideas. Eg, Billgate: I
wl give job to those who bring innovative & dn he develpd workforce as well.ethno
relative way.many difrnt culture, u keep difrencess in ur mind. A. recognizes &
accept difrnces. B.adapte to difrences. C. integrates difernces. D. leverages difrences.
Ethno centric: which ignore difrences or recognizes dn negatively or minimizes dr
importence. 5. Visionary & transforming leader: what is d function of leader nd
how dy can contribute to a devlpmnt climate. Visionary: which bring longterm
change transformational leader, it bring change for current so tht long term change
shld b occur. Learning org is us to a dvlmpt climat. Clear direction learing: (sponsor->
encourage u, commitment.) (Governer -> govern d learng, gol nd objctv are acheivd
nd providing insight how to measure.) Subject matter expert.: devlpng new learning
programs. (faculty, learner, marketing agent.) 6.individual on to one devlpmnt:
Mentoring: who is a mentor, who is a experienced productive senior employe mentor
shld b chosen on d basis of interpersonal & technical skill. Coach: is a peer & mgr
who works wd employee, to motivate dm, help dm, devlp & provide reinforcement &
feed back. A. to help employee learn for dm selves by putting dm in touch wd expert,
who can help dm wd der concerns & by teaching dm how to obtain feedback from
other. B.d coach may provide, courses, or job experience tht d employee may not
otherwise, hav accessedto. C.providing feed back based on phsychological test 360
degree & interviews wd bosses, peers & subordinates.7.HRD as a bzn (partner):
Need assessment, d input, d assesement whch is needed, what we hav to put. HRD
professional & employee work as a partner, ds professional after making proper
assessment of employee need at all level, agree to speed money on dr devlpmt d
proper input on d part of employees help d HRD levl, agtee to spend money on dr
devlpmt. D proper input on d part of employee help d Hrd professional to focus on d
weak areas of employee while keeping in view his/her career development plan.

Training & HRD process Model. 1st step is need assessment,if u cant find dn u cant
go further why u do complains, b/c d traiers are not developed, dy need training, we
find out d need 1st, dn we design nd implement nd dn evaluation, d evluatio wil b
monitery, how we wl design, dn we wl link wd d needs nd see d improvement.