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Introduction To Human Resource Development

This document defines human resource development and discusses related concepts and activities. It begins by defining human resource development as the part of human resource management dealing with employee training and development. It describes training as a process for developing skills and competencies, while development concerns overall employee growth. The document then discusses key human resource development concepts like individual development plans and performance management. It outlines common human resource development activities such as training, career development, coaching, mentoring, and succession planning. Finally, it provides principles and examples of learning and development interventions used by the Civil Service Commission.

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Rehanee S. Paidumama - Sambuto
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92 views

Introduction To Human Resource Development

This document defines human resource development and discusses related concepts and activities. It begins by defining human resource development as the part of human resource management dealing with employee training and development. It describes training as a process for developing skills and competencies, while development concerns overall employee growth. The document then discusses key human resource development concepts like individual development plans and performance management. It outlines common human resource development activities such as training, career development, coaching, mentoring, and succession planning. Finally, it provides principles and examples of learning and development interventions used by the Civil Service Commission.

Uploaded by

Rehanee S. Paidumama - Sambuto
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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HUMAN RESOURCE

AND
DEVELOPMENT
Group 5
DEFINITION
• Human Resource Development is the part of human
resource management that specifically deals
with training and development of the employees in
the organization.
• Training is a learning process in which employees get an
opportunity to develop skill, competency and
knowledge as per the job requirement.
• Development is an educational process which is
concerned with the overall growth of the employees.
CONCEPT OF HUMAN RESOURCE AND
DEVELOPMENT (HRD)
• HRD concept was first introduced by Leonard
Nadler in 1969 in a conference in US. “He defined
HRD as those learning experience which are
organized, for a specific time, and designed to bring
about the possibility of behavioral change”.
• According to M.N. Khan , "Human Resource
Development (HRD) is the across of increasing
knowledge, capabilities and positive work attitudes
of all people working at all levels in a business
undertaking."
CONT…
• Human Resource Development (HRD) includes such
opportunities as employee training, employee career
development, job assignment, job rotation,
coaching, mentoring, succession planning, key employee
identification 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.
HRD ACTIVITIES
• Employee training
• Employee career development
• Performance management and development
• Coaching
• Mentoring
• Succession Planning
• Career Counseling and Planning
TRAINING
• Training is the process for providing required
skills to the employee for doing the job
effectively, skillfully and qualitatively.
• Training Needs Analysis
• Training Design
• Identifying Information, Rationale, Objectives,
Methodology, Timetable & Resources,
Budgetary Requirements, Authorization
CAREER DEVELOPMENT
• Career development is a formal approach taken by an
organization to help its employees acquire the skills
and experiences needed to perform current and
future jobs
• Individual Development Plan (IDP) –
• employs a concept that emphasizes discussion and joint
decisions by the employee and the supervisor on the specific
developmental experiences necessary to fulfill the mutual
goals of organizational enhancement.
PERFORMANCE MANAGEMENT
• Performance management is a comprehensive,
continuous and flexible approach to the
management of organizations, teams and
individuals which involves the maximum
amount of dialogue between those concerned.
COACHING AND MENTORING
• Differentiator #1:
Coaching is task oriented.
Mentoring is relationship oriented.

• Differentiator #2:
Coaching is short term.
Mentoring is always long term.

• Differentiator #3:
Coaching is performance driven.
Mentoring is development driven.
SUCCESSION PLANNING
•Succession Planning is the process of
identifying and tracking high-potential
employees who will be able to fill top
management positions when they become
vacant.
CAREER COUNSELING
• Career Counselling is a process that focuses on
helping one understand one’s own self, as well
as work trends, so that one can take an
informed decision about career and education.
• Career Counselling helps manage a diverse
range of problems such as low concentration
levels to poor time management, trust issues
with family to non-agreement between parents
and children on which career to choose.
HRD in CIVIL SERVICE COMMISSION
L & D interventions and initiatives in the
1.
CSC Principles:
Every CSC official and employee is an important resource valued by the
organization.
2. L&D interventions for CSC officials and employees shall be purposive and aligned
with the CSC strategic objectives and goals.
3. L&D is a shared responsibility of the management, supervisors and the
employees.
4. CSC regards investment for learning and development as equally important as
investments in researches, information technology (IT), purchase of equipment
and product development
5. L&D shall be designed to increase the portability of skills of employees.
6. Continuing upgrading of competencies is essential to the maintenance of a corps
of professional officials and employees of the Commission
7. L&D shall drive performance management. It shall integrate recognition and
rewards mechanism as a strategy to ensure learning application in everyday work
settings
SAMPLE CSC L&D MENU MATRIX
”SUKRAN”
THANK YOU

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