Podcast
Questions and Answers
What does the acronym HRD stand for?
What does the acronym HRD stand for?
The core of HRD efforts is learning.
The core of HRD efforts is learning.
True (A)
When should HRD activities begin in an organization?
When should HRD activities begin in an organization?
When the employee joins the organization.
The ______ Act of 1917, also known as the Smith-Hughes Act, played a significant role in the development of vocational education programs during World War I.
The ______ Act of 1917, also known as the Smith-Hughes Act, played a significant role in the development of vocational education programs during World War I.
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What was the primary reason for the emergence of factory schools?
What was the primary reason for the emergence of factory schools?
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What is the primary focus of Job Instruction Training (JIT)?
What is the primary focus of Job Instruction Training (JIT)?
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The Human Relations Movement advocated for more humane working conditions in factories.
The Human Relations Movement advocated for more humane working conditions in factories.
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What was the major objective behind the formation of the American Society of Training Directors (ASTD) in 1942?
What was the major objective behind the formation of the American Society of Training Directors (ASTD) in 1942?
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The ASTD later changed its name to the American Society for ______ and Development in the 1970s.
The ASTD later changed its name to the American Society for ______ and Development in the 1970s.
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What is the goal of Human Resource Management (HRM)?
What is the goal of Human Resource Management (HRM)?
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Which of the following is NOT a primary HRM function?
Which of the following is NOT a primary HRM function?
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What are the three primary functions of HRD?
What are the three primary functions of HRD?
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Training primarily focuses on providing skills and knowledge for current job roles, while development prepares individuals for future employment needs.
Training primarily focuses on providing skills and knowledge for current job roles, while development prepares individuals for future employment needs.
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What are the key steps in the HRD process?
What are the key steps in the HRD process?
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What does the SWOT analysis stand for?
What does the SWOT analysis stand for?
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The HRD professional should not be directly involved in the strategic management process.
The HRD professional should not be directly involved in the strategic management process.
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What is a key challenge for HRD professionals in the modern workplace?
What is a key challenge for HRD professionals in the modern workplace?
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What are the four major competencies typically required of an HRD manager?
What are the four major competencies typically required of an HRD manager?
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The HRD Executive/Manager is sometimes referred to as the "Chief Learning Officer."
The HRD Executive/Manager is sometimes referred to as the "Chief Learning Officer."
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What is one of the major tasks for an HRD Manager?
What is one of the major tasks for an HRD Manager?
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Which of the following is NOT a typical role for an HRD professional?
Which of the following is NOT a typical role for an HRD professional?
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The Ulrich HR Model emphasizes the importance of HR professionals acting as strategic partners, change agents, administrative experts, and employee champions.
The Ulrich HR Model emphasizes the importance of HR professionals acting as strategic partners, change agents, administrative experts, and employee champions.
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What is the main purpose of certifications and education for HRD professionals?
What is the main purpose of certifications and education for HRD professionals?
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What is the primary purpose of the "Certified Professional in Learning and Performance" program offered by ASTD/ATD?
What is the primary purpose of the "Certified Professional in Learning and Performance" program offered by ASTD/ATD?
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The Human Resource Certification Institute (HRCI) offers certified credentials exclusively to HRD professionals.
The Human Resource Certification Institute (HRCI) offers certified credentials exclusively to HRD professionals.
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What is one of the major challenges facing HRD professionals in today's rapidly changing world?
What is one of the major challenges facing HRD professionals in today's rapidly changing world?
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What are the four main phases of the HRD process?
What are the four main phases of the HRD process?
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Evaluation data can be used to determine whether or not to continue using a particular ______ or vendor.
Evaluation data can be used to determine whether or not to continue using a particular ______ or vendor.
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The ASTD Code of Ethics emphasizes the importance of HRD professionals behaving ethically and honestly in their practice.
The ASTD Code of Ethics emphasizes the importance of HRD professionals behaving ethically and honestly in their practice.
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Study Notes
Human Resource Development (HRD)
- HRD is a set of systematic and planned activities designed by an organization to provide its employees with the necessary skills to meet current and future job demands
- Learning is the core of all HRD efforts
- HRD activities should begin when an employee joins the organization and continue throughout their employment
- HRD activities must be responsive to work and job changes
- HRD activities must reflect corporate goals and strategies
Chapter Objectives
- Define human resource development (HRD)
- Relate the development of HRD as a profession
- Distinguish between HRD and HRM
- Identify and describe major HRD functions
- Describe how HRD links to corporate goals and strategies
- Recognize various roles and competencies of an HRD professional
- Cite contemporary challenges facing HRD professionals
- Identify major phases of the HRD process
Progressions toward HRD Development
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Apprentice training programs include apprentices, yeoman/journeyman classifications, masters, and guilds
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Vocational education programs, including the 1809 founding of a manual school in NY by DeWitt Clinton, and the 1917 Smith Hughes Act (World War I)
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Factory schools were established to provide training for engineers, machinists, and skilled mechanics
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These training approaches were often shorter and more narrowly focused compared to apprenticeships
HRM Functions
- Obtaining employees
- Maintaining employees
- Developing employees
Primary HRM Functions
- Human resource planning
- Equal employment opportunity
- Staffing (recruitment and selection)
- Compensation and benefits
- Employee (labor) relations
- Health, safety, and security
- HRD activities
Other HRM Functions
- Organizational/job design
- Performance management and appraisal systems
- Research and information systems
Line versus Staff Authority
- Line authority is given to managers and units responsible for production of goods and services
- Staff authority is given to units that advise and consult line units
- Line authority generally supersedes staff authority
Primary HRD Functions
- Training and development (T&D)
- Organizational development (OD)
- Career development (CD)
Training and Development (T&D)
- Changing or improving employees' knowledge, skills, and attitudes
- Providing skills and knowledge for job tasks
- Preparing employees for future employment needs
T&D Activities
- Start upon employee joining organization
- Continue throughout employment and career
Specific T&D Activities
- Employee orientation
- Skills training
- Coaching
- Counseling
- Coordinating management training and development
Coaching
- Employees learn a unit's values and norms
- Establish working relationships
- Learn how to function in their jobs
Counseling
- Helping employees with personal problems like substance abuse, stress management, and smoking cessation
- Helping with fitness, nutrition, and weight management
Management Training and Development
- Supervisory training
- Job rotation
- Seminars
- College/university courses
Organizational Development (OD)
- Process of enhancing organizational and employee effectiveness through planned interventions and behavioral science concepts
- Macro changes affecting entire organizations
- Micro changes affecting individuals, small groups and teams
- OD involves HRD professionals acting as change agents to facilitate the change process
Career Development
- Ongoing process by which individuals progress through stages with unique issues, themes, and tasks
- Career planning involves assessing individual skills and abilities to establish a realistic career plan
- Career management involves taking steps to achieve the career plan
The New Learning and Performance Wheel
- Business strategy is the center of the wheel
- Upper right spokes represent traditional HRM functions
- Lower right spokes represent other driving performance functions
- Left side displays a broader view of HRD
Strategic Management and HRD
- Strategic Management includes strategy formulation, strategy implementation, and control
Strategic Management Activities
- Assess viability of current mission, objectives, strategies, policies, programs, technology, workforce, and resources
- Monitor and assess external environment for threats and opportunities
- Identify strategic factors that need to be changed or updated
- SWOT Template: Strengths, Weaknesses, Opportunities, and Threats are used for analysis
Alignment of the Organization
- Management practices
- Organizational structure
- Human resource systems
- Other work practices & systems
A Major HRD Challenge
- Playing a more strategic role in the organization's functioning
- Participating directly in strategic management
- Providing education and training in concepts and methods of strategic management and planning
- Applying training to employees aligned with organizational goals and strategies
HRD Strategy
- Contribution of ideas, information, and recommendations
- Ensuring HRD strategy consistency with corporate strategies
- Providing education and training to support corporate strategies
- Linking all training to organizational goals and strategies
Role of Supervisors in HRD
- HRD implementation
- Orientation
- Training
- Coaching
- Career development
- Identifying training needs
HRM Functions (Figure 1-3)
- HRD Research and Evaluation Specialist
- Director, Human Resource Development
- Program Developer
- Skills Administrator/Specialist
- Organization Development Specialist
- Career Development Counselor
- On-the-Job Training Coordinator
- Safety Trainer/Specialist
- Sales Trainer/Specialist
HRM Functions (Figure 1-4)
- Vice President, Human Resource Development
- Assistant Vice President, District Training
- Manager, Management/Executive Development
- Manager, Support Services
- Manager, Organization Development and Change
- Manager, Research, Planning, and Evaluation
- Manager, Customer Sales Training
- Manager, Safety Training
- Manager, Store Management Training
- Manager, Driver Training
- Manager, Training Facilities and Equipment
HRD Manager Competencies
- Mastery of skills (competency)
- Personal skills
- Interpersonal skills
- Business/management skills
The HRD Executive/Manager
- Formerly "Training Director" or "Chief Learning Officer"
- Integrating HRD with organizational goals and strategies
- Leading executive development
- Promoting HRD function value
Major Tasks of HRD Manager
- HRD promotion for employee competencies and future needs
- Linking HRD performance to organizational effectiveness
- Developing HRD effectiveness measures tied to profit
Roles and Outputs for HRD Professionals
- HR strategic advisor, strategic planning for training and education
- HR strategic plans, strategic planning education and training programs
- HR systems designer and developer, assisting HR design and development
- HR program designs, intervention strategies, implementation of HR programs
- Organization change agent: designing and implementing change strategies for more efficient work teams, quality management, intervention strategies, and change reports
- Organizational design consultant: advising on work system design and implementation of change
- Learning program specialist: instructional designer developing appropriate learning programs and materials, program objectives, lesson plans, and intervention strategies
- Instructor/facilitator: presenting materials, structured learning experiences, appropriate methods and techniques, and implementation of HRD programs
- Individual development and career counselor: assisting employees with competency assessments and goals, individual assessment sessions, workshop facilitation and career guidance
- Performance consultant: advising on interventions to improve individual and group performance
- Researcher: assessing HRD programs and practices to determine overall effectiveness, research designs, research findings and recommendations, and reports
Ulrich HR Model
- Future/Strategic Focus: Strategic Partner, Change Agent
- Day-to-Day/Operation Focus: Administrative Expert, Employee Champion
Ulrich's Four-Role Model
- Strategic Partner: aligns HR strategies with business strategy, assisting in solving organizational, people and change-related issues
- Administrative Expert: creates and delivers effective HR processes tailored to business needs and manages costs
- Change Agent: understands and enhances organizational culture and capacity, assists in leading and facilitating change, and enhances management development
- Employee Champion: develops strategies for enhancing human capital contribution, ensures fair and equitable processes, and focuses on personnel and employee contribution and participation
Certification and Education for HRD Professionals
- Increasing credibility in the HRD field
- ASTD's Certified Professional in Learning and Performance program
- 150-item multiple-choice test
- Submission of "work product" described on ASTD/ATD website
HRM Certifications
- Human Resource Certification Institute (HRCI) offerings include Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), and Global Professional in Human Resources (GPHR)
- All certifications require passing a test and varying years of exempt-level HR work experience
Needs Assessment
- Establish priorities for expending HRD resources
- Define specific training and HRD objectives
- Establish evaluation criteria
Design Phase
- Define objectives
- Develop lesson plan
- Develop/acquire materials
- Select trainer/leader
- Select methods/techniques
- Scheduling
Implementation Phase
- Deliver program as designed
- Create atmosphere that promotes learning
- Resolving emergent problems as they occur
Evaluation Phase
- Quantify training results and impact on the "bottom line" of training
- Evaluate participant reactions, learning acquisition, transferability of skills to the workplace, and contribution to organizational effectiveness
Use of Evaluation Data
- Determine future program use and vendor selection
- Budgeting and resource allocation
- Using alternative methods to solve problems
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Description
This quiz explores the fundamental concepts of Human Resource Development (HRD), including its definition, professional roles, and key functions. It also examines how HRD strategies align with corporate goals and the challenges faced by HRD professionals. Test your knowledge on the major phases and objectives of HRD.
