HC 1 Flashcards
ntroduction to Human Resource Development (HRD)
Social Identity Theory & Teamwork
+ Example reduce intergroup bias
We generally prefer those who re simmilar over those who are dissimmilar.
> Thus: making simmilarities in teams visible can improve teamwork
Example task to reduce intergroup bias: We would like you to think of up to five things that students at the University of Birmingham and students at the University of Aston may have in common (i.e. characteristics that are shared between the 2 groups).
Team VS Group: name 5 differences
- Purpose
- Task Orientation
- Degree of interdependence
- Degree of formal structure
- Familarity amoung members
Team VS Group: axplain 5 differences
- Purpose
- Task Orientation
- Degree of interdependence
- Degree of formal structure
- Familarity amoung members
- Purpose
Teams are formed for a particular reason and can be short- or long-lived. Groups can exist as a matter of fact; for example, a group can be comprised of people of the same race or ethnic background. - Task Orientation
Teams require coordination of tasks and activities to achieve a shared aim. Groups do not need to focus on specific outcomes or a common purpose - Degree of interdependence
Teams are often characterised by a higher degree of interdependence than groups - Degree of formal structure
Team members’ individual roles and duties are specified and their ways of working together are defined. Groups are often much more informal; roles do not need to be assigned and norms of behavior do not need to develop. - Familarity amoung members
Team members are (or become) aware of the set of people they collaborate with, since they interact to complete tasks and activities. Members of a group may have personal relationships or may have little knowledge of each other.
Team Building
- Designed to..
- Solves following 3 issues
> Most effictive for 3
- Strategies designed to improve interpersonal relations and social interactions
- Addresses one or several of the following issues: Goal setting, interpersonaln relationships, role clarification, or problem solving
> Team building is most effective for solving specific teamwork breakdowns
> Teams that are experiencing negative affective issues (e.g., lack of cohesion) or process issues (e.g., role ambiguity) can benefit from team building
! Team Training
- Designed to
> Most effective for
- Theoretically based strategies or instructional processes to ensure understanding and enactment of appropriate team competencies, e.g. cross- training
- Designed to prepare teams prior to performance so that they can competently work together
> Team training is most effective for providing the knowledge and skills needed for teamwork
! Human Resource Management
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
! HRM Primary functions
Directly involved with obtaining, maintaining, and developing employees
> e.g., HRD, staffing, compensation
! HRM Secundary functions
Provide support for general management activities or are involved in determining the structure of the organization
> e.g., job design, performance management
! 3 HRD Goals
1) To assist employees and organizations in attaining their goals
2) Ultimate objective is to improve organizational performance
3) Major focus of most HRD interventions is an effort to change employee behavior
! 3 HRD Functions
- Training and development (T&D)
- Organizational development (OD)
- Career development
Training & Development (HRD function)
> Definition: Changing or improving employees’ “KSA’s”
Training: Provides skills & knowledge to job or task
Development: Prepares for future employment needs
T&D activities start when an employee joins the organization
Continues throughout employment and career
Organizational development (HRD function)
> Definition: The 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 and teams
Career development
> Definition: An ongoing process by which individuals progress through a series of stages, each character- rized 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
! Human resource Development
“…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 at the core of all HRD efforts
Employee behavior and HRD
HRD interventions aim to change employee behavior
> HRD practitioners need to understand factors that influence employee behavior in the workplace
