Strategies PHRD

• Strategic Management


  Includes strategy formulation, strategy implementation, and control
• Strategic Management Activities


  1. Assess viability of current mission, objectives, strategies, policies, programs, technology, workforce and other resources

  2. Monitor and assess external environment for threats and opportunities

  3. Identify strategic factors that need to be changed or updated
• Alignment of the Organization


  • Management practices
  • Organizational structure
  • Human resource systems
  • Other work practices & systems
• Strategic Management


  Includes strategy formulation, strategy implementation, and control
• Strategic Management Activities


  1. Assess viability of current mission, objectives, strategies, policies, programs, technology, workforce and other resources

  2. Monitor and assess external environment for threats and opportunities

  3. Identify strategic factors that need to be changed or updated
• Alignment of the Organization


  • Management practices
  • Organizational structure
  • Human resource systems
  • Other work practices & systems
• Major HRD Challenge


  • To play a more strategic role in the functioning of their organization
  • Participate directly in strategic management
  • Provide education and training in concepts and methods of strategic management and planning
  • Providing training to all employees that is aligned with goals and strategies
• HRD Strategy


  1. Contribute ideas, information and recommendations

  2. Ensure HRD strategy is consistent with corporate strategies

  3. Provide education and training to support corporate strategies

  4. Ensure all training is linked to goals and strategies of organization
• Role of Supervisors in HRD


  • HRD implementation
  • Orientation
  • Training
  • Coaching
  • Career development
  • Identifying training needs
• HRD Roles and Titles

  • Director Human Resource Development
  • Management Development Specialist
  • Skills Training Administrator
  • Organization Development Specialist
  • Career Development Counselor
  • Program Developer
  • HRD Research and Evaluation Specialist
  • On-the-Job Training Coordinator
  • Safety Trainer
  • Sales Trainer
• HRD Roles and Titles (cont.)

  • Assistant Vice President District Training
  • Vice President Human Resource Development
  • Manager, Management/Executive Development
  • Manager, Organization Development and Change
  • Manager, Research, Planning, and Evaluation
  • Manager, Support Services
  • Manager, Customer Sales Training
  • Manager, Training Facilities and Equipment
  • Manager, Store Management Training
  • Manager, Safety Training
  • Manager, Facilities and Equipment
  • Manager, Driver Training
• HRD Manager Competencies


  • Personal
  • Interpersonal
  • Business/Management
• HRD Manager Competencies (cont.)

  • Designing Learning
  • Improving Human Performance
  • Delivering Training
  • Measuring and Evaluating
  • Facilitating Organizational Change
  • Managing the Learning Function
  • Coaching
  • Managing Organizational Knowledge
  • Career Planning and Talent Management
• HRD Manager Competencies (cont.)

  • Building Trust
  • Communicating Effectively
  • Influencing Stakeholders
  • Leveraging Diversity
  • Networking and Partnering
• HRD Manager Competencies (cont.)

  • Analyzing Needs and Proposing Solutions
  • Applying Business Acumen
  • Driving Results
  • Planning and Implementing Assignments
  • Thinking Strategically
• HRD Manager Competencies (cont.)

  • Demonstrating Adaptability
  • Modeling Personal Development
• HRD Executive/Manager


  • Formerly "Training Director," sometimes the "Chief Learning Officer"
  • Integrates HRD with goals and strategies of organization
  • Assumes leadership role in executive development
  • Promotes value of HRD functions
• Major Tasks of HRD Manager

  • Promoting HRD as means of ensuring employees have competencies to meet current and future job needs
  • Establishing link between HRD performance and organizational effectiveness
  • Developing measures of HRD effectiveness tied to profit
• Roles and Outputs for HRD Professionals

  • HR strategic advisor - Strategic planning for training and education, Outputs: HR strategic plans, Strategic planning education and training programs
• Roles and Outputs for HRD Professionals (cont. 2)

  • HR systems designer and developer - Assists management in organizational HR design and development, Outputs: HR program designs, Intervention strategies, Implementation of HR programs
• Roles and Outputs for HRD Professionals (cont. 3)

  • Organization change agent - Design and implementation of change strategies, Outputs: More efficient work teams, Quality management, Intervention strategies, Change reports
• Roles and Outputs for HRD Professionals (cont. 4)

  • Organizational design consultant - Advises on work system design and implementation of change, Outputs: Intervention strategies, Alternative work designs, Implementation
• Roles and Outputs for HRD Professionals (cont. 5)

  • Learning program specialist - Instructional designer, Develops and designs appropriate learning programs, Prepares materials and training aids, Outputs: Program objectives, Lesson plans, Intervention strategies
• Roles and Outputs for HRD Professionals (cont. 6)

  • Instructor/facilitator - Presents materials and leads and facilitates structured learning experiences, Outputs: Selection of appropriate methods and techniques, Actual HRD program itself
• Roles and Outputs for HRD Professionals (cont. 7)

  • Individual development and career counselor - Assists employees in assessing competencies and goals, Outputs: Individual assessment sessions, Workshop facilitation, Career guidance
• Roles and Outputs for HRD Professionals (cont. 8)

  • Performance consultant - Advises on appropriate interventions to improve individual and group performance, Outputs: Intervention strategies
• Individual development and career counselor

  • Assists employees in assessing competencies and goals
  • Outputs: Individual assessment sessions, Workshop facilitation, Career guidance
• Performance consultant


  • Advises on appropriate interventions to improve individual and group performance
  • Outputs: Intervention strategies, Coaching design, Implementation
• Researcher


  • Assesses HRD programs and practices to determine overall effectiveness
  • Outputs: Research designs, Research findings and recommendations, Reports
• Certified Professional in Learning and Performance

  150-item multiple choice test, Submission of "work product"
• Professional in Human Resources (PHR)

  175-item multiple choice exam; 18% are HRD topics
• Senior Professional in Human Resources (SPHR)

  175-item multiple choice exam; 18% are HRD topics
• Global Professional in Human Resources (GPHR)

  165-time multiple choice exam; 22% HRD topics
• Emerging Workplace Trends


  • Drastic times, drastic measures
  • Blurred lines—life or work?
  • Small world and shrinking
  • New faces, new expectations
  • Work be nimble, work be quick
  • Security alert!
  • Life and work in the e-lane
  • A higher ethical bar
• Six Challenges for HRD

  • Competing in a global economy
  • Eliminating the skills gap
  • Increasing workforce diversity
  • Meeting need for lifelong learning
  • Facilitating organizational learning
  • Addressing ethics
• HRD Process


  1. Needs Assessment

  2. Design

  3. Implementation

  4. Evaluation
• ASTD Code of Ethics


  • Recognize individual rights and dignities
  • Develop human potential
  • Provide highest level of quality education
  • Comply with laws and copyrights
  • Keep up-to-date in HRD
  • Maintain confidentiality and integrity
  • Support peers
  • Behave ethically and honestly
  • Improve public understanding of HRD
  • Honestly reveal qualifications and abilities
  • Contribute to continued growth of the profession
• Needs Assessment


  1. Establish priorities for expending HRD resources

  2. Define specific training and HRD objectives

  3. Establish evaluation criteria
• Design Phase


  1. Define objectives

  2. Develop lesson plan

  3. Develop/acquire materials

  4. Select trainer/leader

  5. Select methods/techniques

  6. Scheduling
• Implementation Phase


  1. Deliver program as designed

  2. Create atmosphere that promotes learning

  3. Resolving emergent problems as they occur