Human Resource Organization Employees Stakeholders: Talent Development, Part of

Talent development, part of human resource development, is the process of changing
an organization, its employees, its stakeholders, and groups of people within it, using planned
and unplanned learning, in order to achieve and maintain a competitive advantage for the
organization. Rothwell notes that the name may well be a term in search of a meaning, like so
much in management, and suggests that it be thought of as selective attention paid to the top
10% of employees, either by potential or performance.[1][2]
While talent development is reserved for the top management it is becoming increasingly clear
that career development is necessary for theretention of any employee, no matter what their level
in the company. Research has shown that some type of career path is necessary for job
satisfaction and hence job retention. Perhaps organizations need to include this area in their
overview of employee satisfaction.
The term talent development is becoming increasingly popular in several organizations, as

companies are now moving from the traditional term training and development. Talent
development encompasses a variety of components such as training, career development, career
management, and organizational development, and training and development. It is expected that
during the 21st century more companies will begin to use more integrated terms such as talent
development.
Training & Development
Training is a process of learning a sequence of programmed behaviour. It improves the employee's

performance on the current job and prepares them for an intended job.
Development not only improves job performance but also brings about the growth of the
personality. Individuals not only mature regarding their potential capacities but also become better
individuals.
Difference between Training & Development:
Training:
1. It's a short term process.
2. Refers to instruction in technical and mechanical problems
3. Targeted in most cases for non-managerial personnel
4. Specific job related purpose
Development:
1. It is a long term educational process.
2. Refers to philosophical and theoretical educational concepts
3. Managerial personnel
4. General knowledge purpose
Purpose of Training:
1. To improve Productivity: Training leads to increased operational productivity and
increased company profit.
2. To improve Quality: Better trained workers are less likely to make operational mistakes.
3. To improve Organizational Climate: Training leads to improved production and product
quality which enhances financial incentives. This in turn increases the overall morale of the
organization.
4. To increase Health and Safety: Proper training prevents industrial accidents.
5. Personal Growth: Training gives employees a wider awareness, an enlarged skill base and
that leads to enhanced personal growth.
Steps in Training Process:
1. Discovering or Identifying Training needs: A training program is designed to assist in
providing solutions for specific operational problems or to improve performance of a
trainee.
o Organizational determination and Analysis: Allocation of resources that relate
to organizational goal.
o Operational Analysis: Determination of a specific employee behaviour required
for a particular task.
o Man Analysis: Knowledge, attitude and skill one must possess for attainment of
organizational objectives
2. Getting ready for the job: The trainer has to be prepared for the job. And also who needs
to be trained - the newcomer or the existing employee or the supervisory staff.
3. Preparation of the learner:
o Putting the learner at ease
o Stating the importance and ingredients of the job
o Creating interest
o Placing the learner as close to his normal working position
o Familiarizing him with the equipment, materials and trade terms
4. Presentation of Operation and Knowledge: The trainer should clearly tell, show,
illustrate and question in order to convey the new knowledge and operations. The trainee
should be encouraged to ask questions in order to indicate that he really knows and
understands the job.
5. Performance Try out: The trainee is asked to go through the job several times. This
gradually builds up his skill, speed and confidence.
6. Follow-up: This evaluates the effectiveness of the entire training effort
The Sequence of Training Program can be put in a Flowchart as below:
Discovering or Identifying Training Needs -> Getting Ready for the job -> Preparation of
Learner (Creating desire) -> Presentation of Operation & Knowledge -> Performance Try
out -> Follow up and Evaluation
Training Techniques:
An effective training fulfills the following criteria:

1. Adaptation of the technique/method to the learner and the job
2. Provides motivation to the trainee to improve job performance
3. Creates trainee's active participation in the learning process
4. Provide knowledge of results about attempts to improve
Development
Management development attempts to improve managerial performance by imparting

1. Knowledge
2. Changing attitudes
3. Increasing skills
The major objective of development is managerial effectiveness through a planned and a deliberate
process of learning. This provides for a planned growth of managers to meet the future
organizational needs.
Development Process:
1. Setting Development Objectives: It develops a framework from which executive need
can be determined.
2. Ascertaining Development Needs: It aims at organizational planning & forecast the
present and future growth.
3. Determining Development Needs: This consists of
o Appraisal of present management talent
o Management Manpower Inventory
The above two processes will determine the skill deficiencies that are relative to the future needs of
the organization.
1. Conducting Development Programs: It is carried out on the basis of needs of different
individuals, differences in their attitudes and behaviour, also their physical, intellectual and
emotional qualities. Thus a comprehensive and well conceived program is prepared
depending on the organizational needs and the time & cost involved.
2. Program Evaluation: It is an attempt to assess the value of training in order to achieve
organizational objectives.
The Development process can be pictorially represented in a Flowchart as below:
Setting Development Objectives -> Ascertaining Development Needs -> Determining

Development Needs -> Conducting Development Program -> Program Evaluation
Development of people refers to the advancement of knowledge, skills,

and
competencies, and the improved behavior of people within the
organizationfor both their personal and professional use. This reflects a
focus on the indi-
vidual (individual development). It also reflects a philosophical
commitment to the professional advancement of people within the
organization (career development). Finally, development of people within
an organization is directed at performance improvement in order that the
organization can benefit--greater organizational efficiency, more effective
competitive practices , and greater profitability (organizational
development).
HUMAN RESOURCE CONCEPT
The Human
Resource Concept begins by separating human resources into three broad
cat-
egories: human resource utilization, human resource planning and
forecast-
ing, and human resource development. Each has a different purpose but
all
contribute and are essential to the human development and performance
improvement formula.
Human resource utilization refers to the placement and utilization of

human
resources within an organization. This includes promotions, appraisal,
transfers, and compensation. Human resource planning and forecasting
refers to the forecasting of future human resources and the appropriate
planning for their recruitment, selection, training, and career
advancement. Human resource development refers to the preparation
through learning activities of human resources for current jobs (training)
and future work assignments (development) as well as individual
enhancement (education). These are referred to as
the three focus areas of human resource development--training,
development, and education. The desired outcome of each area is the
advancement of knowledge, competencies, and skills and attitude
acquisition, utilization, and improvement.

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Talent development, part of human resource development, is the process of changing

The term talent development is becoming increasingly popular in several organizations, as

Training & Development

Training is a process of learning a sequence of programmed behaviour. It improves the employee's

Difference between Training & Development:

The Sequence of Training Program can be put in a Flowchart as below:

An effective training fulfills the following criteria:

Management development attempts to improve managerial performance by imparting

Setting Development Objectives -> Ascertaining Development Needs -> Determining

Development of people refers to the advancement of knowledge, skills,

HUMAN RESOURCE CONCEPT

Human resource utilization refers to the placement and utilization of

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