Outline of this Chapter Concept and importance of developing Human Resource Development Employee socialization Determining training needs Considerations in design of the training programs-on-the- job vs. off-the-job training Developing managers- methods of management and leadership development Monitoring; Empowerment; Evaluating training effectiveness Concept of Human Resource Development Human resource refers to the pool of talent, skills abilities present in the people of the organization and available to the organization for the realization of its strategies, goals and objectives.
Development refers to the methods used and processes employees for continuously upgrading and equipping the human capital with the newer and relevant skill and providing them with a systematic learning experience for the overall growth of the body, mind and spirit. Human Resource Development (HRD) Human resource development is the function of HRM
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.
Importance of HRD Training and development (T&D) Organizational development Career development
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
Development preparing for future responsibilities, while increasing the capacity to perform at a current job Management training Supervisor development Organizational Development The process of improving an organizations effectiveness and members well-being through the application of behavioral science concepts
Focuses on both macro- and micro-levels
HRD plays the role of a change agent
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
Discussion What is human resource development? Why it is important for organizational development? Socialization
A process of adaption that takes place as individuals attempt to learn the value and norms of work roles.
Socialization is a ongoing process through which an employee begins to understand and accept the value, norms and beliefs held by others in the organization. In order to reduce the anxiety that new employees may experience, attempts should be made to integrate them into informal gathering.
The initial T&D effort designed for employees is socialization, the guided adjustment of new employees to the company, the job, and the work group. Purposes of Socialization Improve organizational performance Shows company Policies and Rules Orientation on compensation and Benefits Reduce employee fear Established corporate Culture Develop team work Employee Development Dealing With Change Socialization Process Pre-arrival Stage: interviews in the selection process (values, attitudes, and expectations)
Encounter Stage: their expectations about their jobs, their coworkers, their supervisors, and the organization in general and reality.
Metamorphosis Stage: it is the complete socialization process, when new members have become comfortable with the organization and their work teams Discussion Socialization is very important thing for organizational development. Comment. Training Training is the act of increasing knowledge and skills in an employee for a particular job.
Training is a process whereby people acquire capabilities to aid in the achievement of organizational goals.
It involves planned learning activities designed to improve an employees performance at her/his current job.
Training Training refers to the methods used to give new or present employees the skills they need to perform their jobs.
The heart of a continuous effort designed to improve employee competency and organizational performance.
Training typically focuses on providing employees with specific skills or helping them correct deficiencies in their performance.
Objectives of Training Increase and updates capability change and develop attitude Socialization Develop future plan Improve performance or productivity Challenges in Training Upgrading employees' performance and improving their skills through training is a necessity in today's competitive environment.
After completing the training, sometimes it creates dissatisfaction to employee.
Challenges in Training Questions are raised .
Is training the solution? Does the training supports to achieve the goal ? Is training a good investment? Will training enhance the work performance? Are trainee satisfy after getting training? Has training really focus on the need and demand of employee?
Benefit of Training Competency development Productivity improvement Better communication Organizational change Making good labor relation Career development Reduce supervisory burden Training Process Needs Assessment : Organizational Analysis, Task/Operational Analysis, Personal Analysis, Number of employees experiencing skill deficiency, Establishing Training Objectives Delivering the Training: Location Options, On the job, Off the job Training Methods: Lecture, case method, simulation, internship, coaching, discussion, game, visual etc. Evaluating Training: Participants Opinions, Extent of Learning, Behavioral Change, Benchmarking, Post Training Performance Method
Determining Training Needs Self-assessments Company records Customer complaints New Technology Employee grievances Interviews with managers Customer satisfaction surveys Observation
Design the Training Programs On-the-job training Off-the-job training
On-the-Job Training The training is organized inside the organization or field during the regular job. This method is called also Learning by doing Organization citizen may learn many thing while working in the field. There are some types of on-the-job training. Internship Job instruction training (JIT) Basic training Apprenticeship Off-the-Job Training The training is organized by training institute separate from the working place without any disturbance or stress on their regular duty and responsibility. there are some methods : Lecture method: audio, video and class room Simulation method Workshop and conference experimental exercise Case study Role play Evaluating Training Effectiveness By trainee By training institute By management Method of Evaluating Training Effectiveness Pre-post performance test Test-retest Group evaluation Peer evaluation Supervisor evaluation Practical evaluation
Discussion How can you identify the need of training for a particular employee or a group in an organization? Management Development Develop the middle and high class managers and to avail them in an organization.
Management development is concerned with developing the experience, attitude and skills necessary to become or retain an effective manager. Byars and Rue
Management development in contrast to employee training is more future oriented and concerned with education. S.P. Robbins Training Vs Development Training Development Short term process On-going process Focus on non manager personnel Design for manager and executive Centralized for technical skills Decision making skills Develop skill and ability Also bring positive change and attitude Objective of Management Development To increase the knowledge, skill and attitude To identify the personal strength and weakness To ensure the job satisfaction To enhance the job performance To improve the communication and team work skill To stimulate managers and evaluation subordinate performance For better career development
Process of Management Development Organizational objectives Management inventory and succession plain Address the potential changes in future Need assessment Determine the objective of MD Implementation of MD program Evaluation of MD activities
Methods of Management Development Management development has its own methods in different organization like a training. There are two methods: On the job development: coaching, counseling, assignments, job rotation, special projects, group assignments etc. Off the job development: class room lecture, case study, role playing, work shop, seminar, conference, positive thinking etc. Discussion What is management development? Why it is necessary for organizational success. Leadership What is leadership? Leading people Influencing people Commanding people Guiding people Types of Leaders Leader by the position achieved Leader by personality, charisma Leader by moral example Leader by power held Intellectual leader Leader because of ability to accomplish things Common Activities Planning Organizing Directing Controlling Mentoring An experienced person who advises and helps others to less experience people over a period of time.
Mentoring is to support and encourage people to manage their own learning in order that they may maximize their potential, develop their skills, improve their performance and become the person they want to be. Mentoring It is a partnership between two people (mentor and mentee) normally working in a similar field or sharing similar experiences. It is a helpful relationship based upon mutual trust and respect.
The purpose of mentoring The professional and/or personal development of an individual. What benefits do the Mentors obtain? Satisfaction from assisting junior colleagues. Improvement in their managerial skills. Increased stimulation by the bright ideas of bright and creative protgs. Types of mentoring relationships Friend Career guide Information source Intellectual guide In Conclusion
Mentoring is an age-old concept that promotes human development.
Through this concept, individuals can more fully experience and realize their potential.
Empowerment Varying degrees of power is shared with lower-level employees to better serve the customer. Benefits of Empowerment Improved employer satisfaction Organizational growth Employees to perform better Increases trust in the organization Increase turnover Complications of Empowerment Control can be threatening to some managers.
Managers may not want to share power to others.
Special privileges is not sustainable for organization. Empowerment Process Determining the skill employee Training for employee Coaching tasks for lack of experience or motivation Supporting tasks for lacking confidence employee Delegating tasks where the employee is motivated and fully capable.
A Family Business Is A Business in Which One or More Members of One or More Families Have A Significant Ownership Interest and Significant Commitments Toward The Business
A Family Business Is A Business in Which One or More Members of One or More Families Have A Significant Ownership Interest and Significant Commitments Toward The Business