Professional Documents
Culture Documents
HRD Report
HRD Report
RESOURCE DEVELOPMENT
Reporter:
Jane Kathryn R. Nobleza
What is HRD?
What is HRD?
HRD FRAMEWORK
HRD
FRAMEWORK
Definition Of Need:
Before delving deep into need assessment, it is of
paramount importance to know, what is the meaning of
need.
Need- The concept of need refers to a discrepancy or
gap between what an organization expects to
happen and what actually occurs.
Performance
Diagnostic
Factors that can prevent problems from occurring
Analytic
Identify new or better ways to do things
Compliance
Mandated by law or regulation
Need Assessment
a)
b)
c)
d)
performance,
2. Task analysis
What must be done to perform the job effectively?
3. Individual analysis.
Who should be trained and how?
Objectives includes:
Performance
Conditions
Criterias
ILLUSTRATION
PERFORMANCE
CONDITIONS
(Conditions under which
performance is done)
CRITERIA
(The level of acceptable
performance)
using standard
conditioning equipment
by 25 percent within
one year
Assemble a chair
using a screwdriver
and hammer
using a screwdriver
and hammer
without cheating or
outside help
without cheating or
outside help
credentials
Vendor background
Vendor experience
Philosophical match (between vendor and
organization)
Delivery method
Training
Classroom
Self-Paced
Training
Training
Note: Computer-based training can be in a
classroom, or individual/self-paced.
Evaluation
of HRDOF
Program
helps in
EVALUATION
Training
gauging
the degree to which a training (or other HRD
program) achieves its intended purpose.
In other words it measures the effectiveness of
the HRD program.
In other words:
Are we training:
a)
the right people
b)
the right stuff
c)
the right way
d)
with the right materials
e)
at the right time
a)
Purposes of Evaluation:
Reaction
Learning
Job Behavior
Results
A Suggested Framework
Reaction
Did trainees like the training?
Did the training seem useful?
Learning
How much did they learn?
Behavior
What behavior change occurred?
Results
What were the tangible outcomes?
What was the return on investment (ROI)?
What was the contribution to the organization?
Analyze needs.
Determine explicit evaluation strategy.
Insist on specific and measurable training objectives.
Obtain participant reactions.
Develop criterion measures/instruments to measure
results.
Plan and execute evaluation strategy.
Benefits of Evaluation
Improved quality of training activities
Improved ability of the trainers to relate inputs to outputs
Better discrimination of training activities between those that are worthy of
support and those that should be dropped
Better integration of training offered and on-the job development
Better co-operation between trainers and line-managers in the development
of staff
Evidence of the contribution that training and development are making to
the organization
Reduction in preventable accidents measured
Reduction in scrap/rework measured in cost of labor and materials
SAMSUNG CASE
MOBILE OFFICE
App registration or
application service
were launched after
mid-March 2011
EXPERT TRAINING
Work skill assessments allow employees to identify their own capabilities so that they
can draw up personal development plans to improve on their areas of weakness. Employees
receive support from the department head and company to implement these plans which in turn
helps to fuel personal growth and increase work satisfaction. The work skill assessments are set to
be conducted annually in the third week of March, after promotions are announced. This period was
selected to give HR an opportunity to craft more effective and efficient development measures.
Bibliography
Gent,
Bibliography