Eric1871 Started The Discussion:
Competency development is one of the hottest topics in the HR profession. This presentation topic shows you the concepts and practical tools to develop and implement competency-based HR system.

You can view these brilliant slides HRD PRESENTATION SLIDES.
Posted 4th September 2009 From Indonesia, Bekasi
People get more out of work than merely money or tangible achievements. For most employees, work also fills the need for social interaction. Not surprisingly, therefore, having friendly and supportive co-workers leads to increased job satisfaction. The behavior of one's boss also is a major determinant of satisfaction. Studies generally find that employee satisfaction is increased when the immediate supervisor is understanding and friendly, offers praise for good performance, listens to employees' opinions, and shows a personal interest in them.
Posted 27th November 2009 From Indonesia, Bekasi
To implement CBHRM, we should develop competency model first. Competency model includes soft and hard competencies.
Posted 5th January 2010 From Indonesia, Bekasi
please...,it is hard for me to view this ppt slides and i think it will be of great help to my organisation.
Posted 16th March 2010 From Kiribati, Tarawa
There are five fundamental skill that need to be mastered by Human Resource Development (HRD) practitioners: (1) needs assessment, (2) program design, development, and evaluation (including individual evaluation), (3) marketing of HRD programs, (4) cost/benefit analysis, and (5) facilitation of learning.

HRD practitioners must be proficient in designing and conducting needs assessments prior to designing and developing the learning programs and training activities. There are four reasons for this: (1) to identify specific problem areas in the organization; (2) to identify specific learning deficiencies to serve as the bases of programs and activities; (3) to determine the bases of future learner evaluations; and (4) to determine the costs and benefits of the programs and activities in order to get organizational support.

At the heart of all learning programs and training activities is their design, a blueprint from which to construct all learning in the organization. Without a properly designed program, learning will not be consistent, nor will desired results become evident. HRD practitioners wise enough to develop the competencies and skills they need will design and develop effective programs and activities and will be able to evaluate outcomes accurately.

Many HRD programs are severely reduced during financially difficult periods. Often they are eliminated altogether. HRD practitioners should therefore develop a clear understanding of and appreciation for marketing. By doing so they can improve the overall image of the program, the field, and its practitioners and help position HRD as a serious and vital component of the organization's strategic future.

Cost-benefit analysis is often used as a means of justification or evidence of impact. It provides upper management with information they understand and moves the evaluation of HRD effectiveness from qualitative to quantitative.

HRD practitioners need to develop teaching skills and an ability to facilitate learning in a variety of settings. They must also understand how adults learn and know how to evaluate learning and behavioral change.
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Posted 28th March 2010 From Indonesia, Bekasi
If you were asked to develop a plan for your organization that would substantially increase productivity and significantly reduce absenteeism, turnover, and grievances, where would you turn? To save yourself a time-consuming search, you might look at the Scanlon Plan. Executives experienced in administering the plan say that they can demonstrate higher motivation and commitment to organizational goals in employees, reduced tensions in labor-management relations, and increased productivity and profit.
Posted 13th September 2010 From Indonesia, Bekasi

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