HUMAN RESOURCE DEVELOPMENT

Chapter One
DR N U R K A M A R U L HA F I Z
FACU LT Y OF BU S I N ESS
L I N CO L N U N I V ERSITY CO L L EG E
 Topics
Introduction to Human Resource Development
Introduction
HRD functions
Roles and competencies of an HRD professionals
Challenges to organizations and to HRD professionals
A framework for the HRD process
What is Human Resource Development?
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.

◦ HRD seeks to develop people’s knowledge, expertise, productivity, and satisfaction, whether
for personal or group/team gain, or for the benefit of an organization, community, nation, or
the whole humanity.
The Relationship Between HRM and
HRD/Training
 HRM HRD/TRAINING
HRM Function: HRD Functions::
To examine the activities carried out by a larger department, such as the HRM division headed by According to McLagan, there are three primary HRD Functions:
a vice president.
I. Training and development
Primary function:

Obtaining, maintaining, and developing employees ✓ Employee orientation

✓ Skills and technical training
Secondary functions:
✓ Coaching
I. HR planning ✓ Counselling
✓ Management training and development
II. Equal employment opportunity
II. Organization development
III. Staffing

IV. Compensation and benefits ✓ Macro changes – improve the effectiveness of organization as a whole
✓ Micro changes – directed at individuals, small groups and teams
V. Employee relations ✓ Function as change agent.
VI. Health, safety, and security
III. Career development
VII. HR development
✓ Career planning – activities performed by individuals to assess their skills
VIII. Job design and abilities
✓ Career management - taking necessary steps to achieve the plan and
IX. Performance management and Appraisal foster employee career development – Training programs

X. Research and Information systems

Roles and Competencies of an HRD
Professionals
 Was referred to as “Training Director”.
The HRD Executive/Manager
Today, it is referred to as “the Chief Learning Officer”
•To promote the value of HRD as a means of ensuring that organizational members have the competencies to meet current and future job demands.
•Challenge :
•To redefine a new role for HRD during the period of unprecedented change.

HR Strategic Advisor Consults strategic decision-making on HRD issues that affect the organization strategies and performance
goals
•HR strategic plans and strategic planning education and training programs.

Organization Design Consultant Advises management in the design and implementation of change strategies used in transforming
organizations.
•More efficient work teams, quality management, intervention strategies, implementation, and change reports.
 Challenges to Organizations
and to HRD Professionals
Competing in a Increasing
Eliminating the
global workforce
skills gap
economy diversity

The need for Facilitating Addressing

lifelong organizational ethical
learning learning dilemmas
 A Framework for the HRD Process
HRD interventions should be designed using a four-step process or sequence

1) Needs assessment
2) Design
3) Implementation
4) Evaluation