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• 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
• 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, ultimately, the whole of humanity
• HRD activities should begin when an employee joins an organization and continue throughout his or her career, regardless of whether that employee is an executive or a worker on an assembly line
• HRD programs must respond to job changes and integrate the long-term plans and strategies of the organization to ensure the efficient and effective use of resources
• Human resource management (HRM)

  The effective selection and utilization of employees to best achieve the goals and strategies of an organization, as well as the goals and needs of employees
• The responsibility for HRM is (or, at least, should be) shared by human resource specialists and line management
• Primary HRM functions


  • Obtaining, maintaining, and developing employees
• Secondary HRM functions


  • Providing support for general management activities
  • Involved in determining or changing the organization structure
• Human resource planning


  1. Predict how changes in management strategy will affect future human resource needs

  2. Continually chart the course of an organization and its plans, programs, and actions
• Equal employment opportunity


  1. Satisfy legal and moral responsibilities through prevention of discriminatory policies, procedures, and practices

  2. Decisions affecting hiring, training, appraising, and compensating employees
• Staffing (recruitment and selection)


  1. Identify potential applicants for current and future openings

  2. Assess and evaluate applicants to make selection and placement decisions
• Compensation and benefits administration


  1. Establish and maintain an equitable internal wage structure

  2. Provide a competitive benefits package

  3. Offer incentives tied to individual, team, or organizational performance
• Employee (labor) relations


  1. Develop a communications system for employees to address problems and grievances

  2. In a unionized organization, develop working relations with each labor union, as well as contract negotiations and administration
• Health, safety, and security


  1. Promote a safe and healthy work environment

  2. Safety training

  3. Employee assistance programs

  4. Health and wellness programs
• Human resource development


  Ensure organizational members have the skills or competencies to meet current and future job demands
• Secondary HRM functions


  • Organization/job design
  • Performance management and performance appraisal systems
  • Research and information systems (including Human Resource Information Systems)
• Training and development (T&D)


  Focuses on changing or improving the knowledge, skills, and attitudes of individuals
• Training


  Provides employees the knowledge and skills needed to do a particular task or job, though attitude change may also be attempted
• Developmental activities


  Have a longer-term focus on preparing for future work responsibilities while also increasing the capacities of employees to perform their current jobs
• Employee orientation


  New employees learn important organizational values and norms, establish working relationships, and learn how to function within their jobs
• Skills and technical training programs


  Teach new employees a particular skill or area of knowledge
• Coaching


  Individuals are encouraged to accept responsibility for their actions, to address any work-related problems, and to achieve and sustain superior levels of performance
• Counseling


  1. Help employees deal with personal problems that may interfere with the achievement of goals

  2. Address issues like substance abuse, stress management, smoking cessation, or fitness, nutrition, and weight control
• Management training and development programs


  1. Ensure managers and supervisors have the knowledge and skills necessary to be effective in their positions

  2. May include supervisory training, job rotation, seminars, or college and university courses
• Organization development (OD)


  The process of enhancing the effectiveness of an organization and the well-being of its members through planned interventions that apply behavioral science concepts
• OD emphasizes both macro and micro organizational changes: macro changes are intended to ultimately improve the effectiveness of the organization as a whole, whereas micro changes are directed at individuals, small groups, and teams
• Many organizations have sought to improve organizational effectiveness by introducing employee involvement programs that require fundamental changes in work expectations, reward systems, and reporting procedures
• Career development


  An ongoing process by which individuals progress through a series of stages, each of which is characterized by a relatively unique set of issues, themes, and tasks
• Career planning


  Activities performed by an individual, often with the assistance of counselors and others, to assess his or her skills and abilities in order to establish a realistic career plan
• Career management


  Taking the necessary steps to achieve a career plan, and generally focuses more on what an organization can do to foster employee career development