Werner

HUMAN RESOURCE
DEVELOPMENT, 7E

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 Introduction to Human
Resources Development
Chapter 1

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service or otherwise on a password-protected website for classroom use.
 Chapter Objectives
 Define human resource development (HRD)
 Relate 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

© 2017 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain
product or service or otherwise on a password-protected website for classroom use.
 What is Human Resource?
 Human resources is used to describe both the people
who work for a company or organization and the
department responsible for managing all matters related
to employees, who collectively represent one of the
most valuable resources in any businesses or
organization.
 Alternate definition: Human resources is the field that
deals with managing people, pay, and training.

© 2017 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain
product or service or otherwise on a password-protected website for classroom use.
 Defining Human Resource
Development (HRD)
 “…a set of systematic and planned
activities designed by an organization to
provide its members with the
opportunities to learn necessary skills to
meet current and future job demands.”
 Learning is the core of all HRD efforts

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product or service or otherwise on a password-protected website for classroom use.
 HRD Activities in the Workplace
 Should start with employee joining
organization
 Should continue throughout employment
 Must be responsive to work and job
changes
 Must reflect corporate goals and
strategies

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product or service or otherwise on a password-protected website for classroom use.
 Progressions toward HRD
Development
Apprentice training programs
• Apprentice
• Yeoman / JourneyMan
• Master
• Guilds

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product or service or otherwise on a password-protected website for classroom use.
 TIGA PERINGKAT KEAHLIAN DALAM
GUILDA

 APPRENTICE – Biasanya remaja lelaki yang dibayar oleh ibubapanya

untuk mendapatkan kemahiran dengan tinggal bersama “master” dan
keluarganya,dalam tempoh 2 hingga 7 tahun. Beliau tidak dibenarkan
berkahwin dalam tempoh pembelajaran ini. Para aprentice hanya
memperoleh upah dalam bentuk makanan dan tempat tinggal, bukannya
upah dalam bentuk wang.

 JOURNEYMAN – Mendapat upah, perlu menghasilkan satu hasil karya

sendiri dengan menggunakan peralatan serta bahan mentah sendiri.
Sekiranya berjaya, beliau diterima menjadi “master”.

 MASTER – Mencapai tahap ini setelah berjaya menghasilkan satu hasil

karya sendiri. Beliau kemudiannya melatih “apprentice” baru yang lain.

8
 Progressions toward HRD
Development (cont.)
 Vocational education programs
• 1809—DeWitt Clinton founds first manual
school in NY
• 1917—Smith–Hughes Act (World War I)
 Factory schools
• Needed engineers, machinists and skilled
mechanics
• Had to develop their own--shorter and more
narrowly focused than apprenticeships

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product or service or otherwise on a password-protected website for classroom use.
 Training for Skilled and Semi-
Skilled Workers
 Needed for production lines (Ford)
 Demand for military goods (WWI)
 Job Instruction Training (JIT) based at first
on
• Show
• Tell
• Do
• Check

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product or service or otherwise on a password-protected website for classroom use.
 The Human Relations Movement
 Factory system sometimes abused
workers
 “Human relations” advocated more
humane working conditions

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product or service or otherwise on a password-protected website for classroom use.
 Establishment of the Training
Profession
 World War II required massive retooling
for military goods
 Training Within Industry was developed
 1942: American Society of Training
Directors (ASTD) formed
• Intent was to standardize training profession

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product or service or otherwise on a password-protected website for classroom use.
 Emergence of HRD
 T&D expanded to encompass
• Coaching and counseling
• Group Process Facilitation
• Problem solving
 ASTD becomes American Society for
Training and Development (1970s)
 Move to high performance work systems

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product or service or otherwise on a password-protected website for classroom use.
 Human Resource Management
(HRM) and HRD
 HRM: The effective selection and
utilization of employees to best achieve
• The goals and strategies of the organization
• The goals and needs of the individual

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product or service or otherwise on a password-protected website for classroom use.
 Figure 1-1

Vice President
Human Resource Management

EEO Officer

HR Research and Staffing Employee Relations HRD Compensation and

Plannin g Director Director Director Director Benefits Director

© 2017 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain
product or service or otherwise on a password-protected website for classroom use.
 HRM Functions
 Obtaining employees
 Maintaining employees
 Developing employees

© 2017 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain
product or service or otherwise on a password-protected website for classroom use.
 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

© 2017 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain
product or service or otherwise on a password-protected website for classroom use.
 Other HRM Functions
 Organizational/job design
 Performance management and appraisal
systems
 Research and information systems

© 2017 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain
product or service or otherwise on a password-protected website for classroom use.
 Line versus Staff Authority
 Authority to make decisions and use
resources
 Line Authority
• Given to line managers and units directly
responsible for production of goods and services
 Staff Authority
• Given to units that advise and consult line units
 Generally, line authority supersedes staff
authority

© 2017 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain
product or service or otherwise on a password-protected website for classroom use.
 Primary HRD Functions
 Training and development (T&D)
 Organizational development (OD)
 Career development

© 2017 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain
product or service or otherwise on a password-protected website for classroom use.
 Training & Development (T&D)
 Changing or improving the employees
(KSAOs)
• Knowledge
• Skills
• Attitudes
 Training
• Provides skills & knowledge to job or task
 Development
• Prepares for future employment needs
© 2017 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain
product or service or otherwise on a password-protected website for classroom use.
 T&D Activities
 Start when employee joins organization
 Continues throughout employment and
career

© 2017 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain
product or service or otherwise on a password-protected website for classroom use.
 Specific T&D Activities
 Employee orientation
 Skills training
 Coaching
 Counseling
 Coordinating management training and
development

© 2017 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain
product or service or otherwise on a password-protected website for classroom use.
 Coaching
 Employees learn unit’s values and norms
 Establish working relationships
 Learn how to function in their jobs

© 2017 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain
product or service or otherwise on a password-protected website for classroom use.
 Counseling
 Help employees deal with personal
problems
• Substance abuse
• Stress management
• Smoking cessation
• Fitness, nutrition, weight management
• …and so on…

© 2017 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain
product or service or otherwise on a password-protected website for classroom use.
 Management Training and
Development
To ensure managers and supervisors have
the KSAs needed to be effective
• Supervisory training
• Job rotation
• Seminars
• College/university courses

© 2017 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain
product or service or otherwise on a password-protected website for classroom use.
 Organizational Development
(OD)
 Process of enhancing the effectiveness of an
organization and its employees through
planned interventions that apply behavioral
science concepts
• Macro changes affecting entire organization
• Micro changes affecting individuals, small groups &
teams
 In OD, the HRD professional works as a
“change agent” to facilitate the change
process
© 2017 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain
product or service or otherwise on a password-protected website for classroom use.
 Career Development
 Ongoing process by which individuals
progress through a series of stages, each
characterized by a relatively unique set of
issues, themes and tasks
 Career Planning: Assessing individuals
skills and abilities in order to establish a
realistic career plan
 Career Management: Taking necessary
steps to achieve that plan

© 2017 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain
product or service or otherwise on a password-protected website for classroom use.
 The New Learning and
Performance Wheel
 Business strategy is at hub
 Upper right spokes depict traditional
HRM functions
 Lower right spokes depict other functions
driving performance
 Left side is expanded view of HRD

© 2017 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain
product or service or otherwise on a password-protected website for classroom use.
 Figure 1-2
The New Learning and Performance Wheel
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SOURCE: Davis, P., Naughton, J., & Rothwell, W. (2004). New roles and new competencies for the profession. T&D, 58(4), 26–36

© 2017 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain
product or service or otherwise on a password-protected website for classroom use.