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hi guys, im new to this forum, could someone please urgentl supply me with info on Human Resources development explaining how it can help develop the local economy and improve the lives of south africans, or a similar country... it goes into issues such as literacy, numeracy, education levels, training etc, and definitions, i will greatly appreciate all feed back.
thank you very much
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Hi,



HRD--human resource development--is the development of the resources in a company: organization development, performance management, training and learning, and coaching. HRD includes evaluating the performance of employees, helping employees learn and develop new skills, and assisting them with weaknesses or areas of development. HRD also includes helping an organization develop--diagnosing problems with how people work together in certain areas of an organization.

An HRD professional's career might begin with an analyst role, working as a consultant on a company's organization development (OD) team. The HRD professional may then choose to specialize, focusing specifically on performance programs in the organization, or may become an OD manager, in charge of several analysts or consultants working on OD projects. After that, he may choose to remain in the specialty area running the OD function, or move into an HR leadership role as an HR director or VP overseeing both HRM and HRD tasks.

Working in HRD doesn't mean you won't be relying on data and statistics. But you will be focusing more on understanding the behavior of the people you're serving. For example, a training manager in a consulting firm might be tasked with selecting and running all training programs in his local office. To ensure he chooses the right programs to develop the staff effectively, he has to do regular surveys in the office to understand where the training needs lie. He then has to consult with staff and management in those areas to learn more about their needs and either create or find training programs to address those. He is responsible for all aspects of running the training, and finally, when the training program is complete, must survey all participants to see if the training made an impact on their performance and behaviors.

Choosing beforehand whether to go the HRM or HRD route is a good idea career-wise, since there are clear paths in each area. A good question to ask yourself is: "Do I want to manage and grow processes and programs in the workplace or do I want to help develop people and transform behavior in the workplace?" But choosing a side doesn't mean you're stuck in that area forever. Many HR professionals start out in HRM to get an understanding of the field and then move into HRD to hone their development and coaching skills.

Hope that'll give you some start.



Regards,



Sandy
Human Resource Development (HRD) is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities.
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, and 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.
Organizations have many opportunities for human resources or employee development, both within and outside of the workplace.
Human Resource Development can be formal such as in classroom training, a college course, or an organizational planned change effort.
These are the options that you have for developing your employees. Formal training can add value in your workplace.
Or, Human Resource Development can be informal as in employee coaching by a manager or internal training and development classes taught by internal staff or a consultant. Mentoring by more experienced employees is also recommended for employee development.
It is especially useful as employees become more senior within your organization. Traditionally, executive leaders and senior managers are resistant to training classes and conference educational sessions.
Healthy organizations believe in Human Resource Development and cover all of these bases. One option that is recommended, in preference to many other ways in which organizations develop employees, is to provide internal training either with internal staff or a paid facilitator or consultant. There are advantages to internal employee development.
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