HUMAN RESOURCE

DEVELOPMENT (HRD)
REPORT BY: JANELLA RECAPLAZA
The next goal of HRM is to develop employees
into an effective workforce. Key development
activities include training and performance
appraisal.
Human resource development or HRD refers to the
training and development of a company’s employees. It is
part of human resource management. Human resource
development is the framework for helping workers
develop their professional and personal skills, abilities,
and knowledge.
 TRAINING AND DEVELOPMENT
• Training and development programs represent a planned effort by an
organization to facilitate employees’ learning of job-related skills and behaviors.
• Training is typically used to refer teaching people how to perform tasks related
to their present jobs,
• While development means teaching people broader skills that are not only
useful in their present jobs but also prepare them for greater responsibilities in
future jobs.
ON-THE-JOB TRAINING

• In OJT, an experienced employee is asked to

take a new employee “under his or her wing”
and show the newcomer how to perform job
duties. OJT has many advantages, such as few
out-of pocket costs for training facilities,
materials, or instructor fees and easy transfer
of learning back to the job.
• Ojt is considered the fastest and most effective
means of facilitating learning in the workplace.
CROSS-TRAINING
• Cross-training involves moving people to
various types of jobs within the organization,
where they work experienced employees to
learn different tasks.
• This training may place an employee in a new
position for as short a time as a few hours or
for as long as a year, enabling the individual to
develop new skills and giving the organization
greater flexibility.
SOCIAL LEARNING

• Social learning basically

means learning informally
from others by using social
media tools including mobile
technologies, social
networking, online videos,
wikis and blogs, virtual
games, and so forth.
 CORPORATE UNIVERSITIES

• A corporate university is an in-

house training and education
facility that offers broad-based
learning opportunities for
employees – and frequently for
customers, suppliers, and strategic
partners as well – throughout their
careers.
HAMBURGER UNIVERSITY
EMIRATES AVIATION COLLEGE
 PROMOTION FROM WITHIN

• Another way to further employee

development is through promotion
from within, which helps
companies retain and develop
valuable people. Promotions
provide more challenging
assignments, prescribe new
responsibilities, and help
employees grow by expanding and
developing their abilities.
PERFORMANCE APPRAISAL
• Performance appraisal refers to observing
and assessing employee performance,
recording the assessment, and providing
feedback to the employee. During
performance appraisal, skillful managers
give feedback and praise concerning the
acceptable elements of the employee’s
performance. They also describe
performance areas that need
improvement.
 MAINTAINING AN EFFECTIVE
WORKFORCE
How professionals maintain a workforce that has been
recruited and developed. Maintenance of the current
workforce involves compensation, wage and salary
systems, and benefits.
COMPENSATION

• Compensation refers to all

monetary payments and all goods
or commodities used in lieu of
money to reward employees. An
organization’s compensation
structure includes wages and
salaries and benefits such as health
insurance, paid vacations, or
employee fitness centers. SOURCE: WWW.OFFICEVIBE.COM
WAGE AND SALARY SYSTEMS
• Skill-based pay or competency-
based pay systems are increasingly
popular in both large and small
companies. Employees with higher
skill levels receive higher pay than
those with lower skill levels.
• This strategy encourages people to
develop their skills and
competencies.
COMPENSATION EQUITY

• Job evaluation refers to

the process of determining
the value or worth of jobs
within an organization
through an examination of
job content.
 PAY-FOR-PERFORMANCE

• Pay-for-performance, also called,

incentive pay, means tying at least
part of compensation to employee
effort and performance, whether it
be through merit-based pay,
bonuses, team incentives, or
various gain-sharing or profit-
sharing plans.
BENEFITS
• Organizations are required by law to
provide some benefits, such as social
security, unemployment compensation,
and workers’ compensation. Other types
of benefits, such as health insurance,
vacations, and things such as on-site
daycare or educational reimbursements
are not required by law but are provided
by organizations to maintain an effective
workforce. 
RIGHTSIZING
• Rightsizing, also called
downsizing, refers to reducing
the company’s workforce
intentionally to the point
where the number of
employees is deemed right for
the company’s current
situation.
EXIT INTERVIEW
• Exit interview is an interview
conducted with departing
employees to determine
reasons for their departure
and learn about potential
problems in the organization.
THANK YOU!