HRD/HRM

• HRM


  Process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns
• HRD


  Refers to an assortment of training programs that help people adjust to their new roles and learn more about the organization and its culture, specifically deals with training and development of the employees in the organization
• HRM


  Focused on the present needs of the organization and its members
• HRD


  Focused on the future needs of the organization and its members
• Both HRM and HRD are beneficial for the organization and the employees for the productivity
• Some activities overlap between HRM and HRD

  Appraisal/training
• HRD


  Mainly concerned with the training and overall development of employees, this also includes performance appraisal of each employee
• Organizational Development


  Planned, organization-wide effort to increase organizational effectiveness through behavioral science knowledge and technology
• HRD


  Deals, not only with the training, but also the development of their employees overall
• Employee Training


  Provides learners with knowledge and skills needed for their present job
• Activities involved in HR Development


  • Training and Development (T&D)
  • Training
  • Development
• Training and Development (T&D)


  Heart of a continuous effort designed to improve employee competency and organizational performance
• Includes in T&D


  • Training
  • Career development
  • Organizational development
  • Organizational learning
• Training


  Provides learners with knowledge and skills needed for their present job
• Development


  Involves learning that goes beyond today's job and has a more long-term focus, prepares employees to keep pace with the organization as it changes and grows
• Possible strategic benefits of T&D

  • Employee satisfaction
  • Improved morale
  • Higher retention
  • Lower turnover
  • Improved hiring
• Determining Specific Training and Development needs

  1. Organizational Analysis

  2. Task Analysis

  3. Person Analysis
• Organizational Analysis


  Determine those organization factors that either facilitate or inhibit training effectiveness
• Task Analysis


  Use of the job analysis to identify the tasks performed by each employee, the condition under which these tasks are performed, and the competencies needed to perform the tasks under identified conditions
• Person Analysis


  Determining which employees needs training and which areas
• Establish Specific T&D Objectives

  1. Setting learning objectives

  2. Creating a motivational learning environment

  3. Making the learning meaningful

  4. Making skill transfer obvious and easy

  5. Reinforcement

  6. Ensure the transfer of learning
• Training Methods


  • Classroom Method
  • E-Learning
  • Case Study
  • Behavior Modeling and Tweeting
  • Simulation
  • Role Playing
  • Training Games
  • In-Basket Training
  • On-The-Job Training
  • Apprenticeship
  • Team Training
  • Coaching
  • Mentoring
• Classroom Method


  Instructor physically stands in front of students, may convey a great deal of information in a relatively short time
• 1. Learning


  Online instruction using technology-based methods such as DVDs, company intranets, and the internet
• Case Study


  Trainees study the information provided in the case and make decisions based on it, provide trainees with the opportunity to sharpen critical thinking skills
• Behavior Modeling and Tweeting

  Permits a person to learn by copying or replicating the behavior of others, ideal behavior rather than the behavior they might normally performed
• Simulation


  Allow the trainee to practice newly learned skills and work with equipment under actual working conditions
• Role Playing


  Participants are required to respond to specific problems they may encounter in their jobs by acting out real-world situations, learning by doing the task, perform necessary interpersonal skills by acting out simulated roles
• Training Games


  Games are cost effect means to encourage learner involvement and stimulate interest in the topic, thereby enhancing employees' knowledge and performance
• In-Basket Training


  Asked to establish priorities for and then handle a number of business papers, e-mails, tests, memoranda, reports, and telephone messages, that would typically cross a manager's desk
• On-The-Job Training


  Informal T&D that permits an employee to learn job tasks by actually performing them, to transfer knowledge from highly skills experienced worker to a new employee, while maintaining the productivity of both workers
• Apprenticeship


  Combines classroom method with OJT
• Team Training


  Focuses on imparting knowledge and skills on individuals who are expected to work collectively toward meeting common objective
• Types of Team Training

  • Team Coordination Training
  • Cross-Training
• Coaching


  Takes in two forms: experienced employees and professional coaches
• Mentoring


  A veteran in the organization takes special interest in a new employee and helps him not only to adjust to the job but also in the organization
• Delivery Systems


  • Corporate University
  • College and Universities
  • Online Higher Education
  • Vestibule System
  • Video Media
  • Simulators
  • Social Networking
• Corporate University


  Provided under the umbrella of the organization
• College and Universities


  Primary delivery system for training professional, technical, and management employees
• Online Higher Education


  Formal educational opportunities including degree and training programs that are delivered, either entirely or partially, saves employees time because it reduces their need to commute to school