By Dr Simon Smith smsmith1@uclan.ac.

uk Lecture 1: Introduction to HRD

PRINCIPLES OF HRD FOR IBC

LECTURES AND SEMINARS

Lecture: Monday, Foster Building LT2 3 seminars: Monday 9-11 in FY416 (Simon), Thursday 1-3 in LH301 (Brian), and Friday 24 in FY416 (Brian)

There is no seminar on a Tuesday!

INTRODUCTION
MIP Assessment Todays session For the seminar

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DEFINING 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. Learning is the core of all HRD efforts

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HRD ACTIVITIES IN THE WORKPLACE

Should start with employee joining organization Should continue throughout employment Must be responsive to work and job changes Must reflect corporate goals and strategies

But how does this compare in reality?

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HUMAN RESOURCE MANAGEMENT (HRM) AND HRD

HRM: The effective selection and utilization of employees to best achieve:

The

goals and strategies of the organization The goals and needs of the individual

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PRIMARY HRD FUNCTIONS

Training and development (T&D) Organizational development (OD) Career development

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TRAINING & DEVELOPMENT (T&D)

Changing or improving the employees

Knowledge
Skills Attitudes

Training
Provides

skills & knowledge to job or task for future employment needs

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Development
Prepares

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SPECIFIC T&D ACTIVITIES

Employee orientation Skills and technical training Coaching Counseling

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ORGANIZATIONAL DEVELOPMENT (OD)

Process of enhancing the effectiveness of an organization and its employees through planned interventions that apply behavioral science concepts

Macro changes affecting entire organization Micro changes affecting individuals, small groups & teams

In OD, the HRD professional works as a change agent to facilitate the change process

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CAREER DEVELOPMENT
Ongoing process by which individuals progress through a series of stages, each characterized by a relatively unique set of issues, themes and tasks Career Planning: Assessing individuals skills and abilities in order to establish a realistic career plan Career Management: Taking necessary steps to achieve that plan

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A 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

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HRD STRATEGY
Contribute ideas, information and recommendations Ensure HRD strategy is consistent with corporate strategies Provide education and training to support corporate strategies Ensure all training is linked to goals and strategies of organization

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EMERGING WORKPLACE TRENDS - 1

1. Drastic times, drastic measures: Uncertain economic conditions force organizations to reconsider how they can grow and be profitable. 2. Blurred lineslife or work? New organizational structures are changing the nature of work for employees and HRD professionals. 3. Small world and shrinking: Global communication technology is changing the way people connect and communicate. 4. New faces, new expectations: Diversity in the workplace continues to rise.

SOURCE: Davis, P., Naughton, J., & Rothwell, W. (2004). New roles and new competencies for the profession. T&D, 58(4), April, 2636. Copyright April 2004 from T+D

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EMERGING WORKPLACE TRENDS - 2

5. Work be nimble, work be quick: The accelerated pace of change requires more adaptable employees and nimbler organizations. 6. Security alert! Concerns about security and about the ability of governments to provide protection have increased individual anxiety levels worldwide. 7. Life and work in the e-lane: Technology, especially the Internet, is transforming the way people work and live. 8. A higher ethical bar: Ethical lapses at the highest levels in large organizations have shaken employees loyalty, trust, and sense of security.

SOURCE: Davis, P., Naughton, J., & Rothwell, W. (2004). New roles and new competencies for the profession. T&D, 58(4), April, 2636. Copyright April 2004 from T+D
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CHALLENGES FOR HRD

Increasing workforce diversity Eliminating the skills gap Meeting need for lifelong learning Facilitating organizational learning Addressing ethics

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FOR THE SEMINAR

Find alternative definitions for: HRM HRD Consider this: What impact could HRD have on your career? How long has HRD existed?