Human Resource

Development
 Foundation of Human Resource
Development
:Introduction to human resource development-
The evolution of human resource
.development
The relation between HRD and HRM
.training
Challenges to organization and to HRD
.professionals
 Influences on Employee Behavior

.Model of employee behavior-

.External influences on employee behavior-
.Motivation-
.influence on employee behavior-
Other internal factors that influence-
.employee behavior
 Learning and HRD

.Learning and instruction-

.Maximizing learning-
Individual differences in the learning -
.process
.Learning strategies and styles-
recent development in instructional and-
.cognitive psychology
 Assessing HRD needs

.Introduction-
.Strategic organizational analysis-
.Task analysis-
.Person analysis-
.Prioritizing HRD needs-
.The HRD process model debate-
Designing Effective HRD Programs

Defining the objectives of HRD-

.interventions
.The “make versus buy” decision-
.Creating or purchasing HRD programs-
.Selecting the trainer-
.Preparing a lesson program-
.Scheduling the HRD program-
 Implementing HRD Programs

.Training delivery methods-

.on the job training method-
.Classroom training approach-
.Self-Paced/computer-based training-
.Media and methods-
.Some final Issues concerning training-
.Program implementation-
 Evaluation HRD Programs

.The purpose of HRD evaluation-

.Models and frameworks of evaluation-
.Data collection-
.Research design-
.Ethical issues concerning evaluation research-
Assessing the impact of HRD evaluation in-
.dollar terms
 Employee Socialization and
Orientation
Socialization: the process of becoming-
.insider
Various perspectives on the socialization-
.process
.The realistic job preview-
.Employee orientation programs-
 Skills and Technical Training

.Basic workplace competencies-

.Basic skills/literacy programs-
.Technical training program-
.Interpersonal skills training-
Role of labor unions in skills and technical-
.training programs
.Professional development and education-
 Coaching and Performance
Management
.The need for coaching-
.Coaching and performance management-
.Definition of coaching-
.Coaching to improve poor performance-
Maintaining effective performance and-
.encouraging
.Superior performance-
.The effective of coaching-
Employee Counseling and Welliness
Services
.An overview of employee counseling programs -
.Employee assistance programs-
.Stress management-
Employee Welliness and health promotion -
.programs
.Issues in employee counseling-
 Career Management and
Development
.Defining career concept-
.Models of career development-
.The process of career management-
.Roles of career management-
Career development practices and-
.activities
.Issues in career development-
 Management Development

.Describing the managers job-

.Roles and competencies-
.Making management development strategic-
.Management education-
.Management training and experience-
Designing effective management-
.development programs
 Organization Development and
Change
Organization development theories and-
.concepts
.Models of planned change-
.Designing an intervention strategy-
.Types of interventions: Human process –Based-
.Types of interventions:Technostrural-
 HRD and Diversity: Diversity
Training and Beyond
.Organization culture-
.Labor-market changes and discrimination -
.Adapting to demographic changes-
.Cross-Cultural and training programs-
.Human resource development programs-
Other human resource management-
.programs