HUMAN RESOURCE DEVELOPMENT Flashcards
DEFINITION OF HRD
It is the integrated uses of TD, OD, CD to improve individual effectiveness
It uses methods and process to improve the intellectual, social, economical.. capabilities of an employee to help them reach their highest potential
CHARACTERESTICS OF HRD
- Continuous process.
- Planned and systematic.
- Involves micro and macro aspects.
- Improve competence, motivation and effectiveness.
NEED AND SIGNIFICANCE OF HRD
- Improve communication system
- Improve the individual capabilities and the orgs capabilities
- Generate a lot of data
- Procure right type of people
- Continuous and overall employee dev
- Improves team work
- Improves problem solving
NEW HRD STRATAGIES
- Mentoring
- Total Quality Management - TQM
- Kaizen
- Emotional Quotient
NEW HRD STRAT 1 - MENTORING
- A senior manager act as a guide, Phil or as a teacher to a new employee
- Essentially a kind of emotional support provided by an experienced teacher toa subordinate to guide, help and counsel them through coaching, teaching, guiding etc.
- Meeting -> Progression -> Assimilation -> Integration
HRD STRAT 2 - TQS
- Continuous process of improvement in all aspects of an org
- Customers delight -> Encourage employees -> Continuous process -> Management by fact -> Team Work
MBF -> Management should try to improve the quality of products b assessing the existing quality levels
HOW TO INTRODUCE, REVIEW AND REINFORCE TQM
- Understanding between TU and the management
- HR manager can guide the work team to improve the overall quality
- To support TQM, develop selection process
- Effectiveness of TQM should be assessed
- HRM should conduct quality and ethics audit
- Survey employee attitude and org climate
HRD STRAT 3 - KAIZEN
- Continuous improvement with everybody’s involvement
- Some improvement everyday
- Based on the assumption that there will be no progress if we continue down the same path with same method
NEED FOR TRAINING
- Newly appointed persons
- Existing experienced employees
- Technological changes
- Environmental changes
- Internal mobility - promotion, transfer
- Problems related with production - COP, QC, Lab Turn over
ASSESMENT OF TRAINING NEEDS
- Survey
- Group Recommendation
- GD
- Questionnaire
- Task Identification
JD is evaluated - specific plans are dev to provide necessary training - HR Weakness
- Other sources of information
- Supervisors
- Self nominations
EDUCATION VS TRAINING
WIDER - NARROWER
THEORY - PRAGMATIC
LONG TERM - SHORT TERM
PERSON ORIENTED - JOB ORIENTED
TRAINING VS DEVELOPMENT
NON MANGERIAL - MANAGERIAL
SHORT TERM - LONG TERM
PERFROMING PRESENT JOBS - FUTURE NEED
TECHNICAL AND MECHANICAL - PHILOSOPHICAL AND THEORETICAL
OBJECTIVES OF TRAINING
- Impart knowledge and skill
- Improve overall performance
- Employee development
- Future requirement internally
- Change in values/ outlook of employees
- Strong work environment
- To improve employee efficiency in their existing position
SIGNIFICANCE AND ADVANTAGES OF TRAINING
- Improve efficiency and productivity
- Eliminate wastage
- Improve morale
- Improve job satisfaction
- Personnel development
- Future requirements
- Less supervision
- Less labor cost and training
- Reduction in labor turnover, absenteeism
THE STEPS IN TRAINING PROCESS
- Assessment of training needs
- operational
- organizational
- man analysis - Training and dev obj
- Design the training policy
- Renumeration
- Expected results
- Time and place
- Training priorities
- Type of training
- Design the training program
- Fixing training responsibility
- Selection of trainees
- Preparation of training
- Trainer
- Trainee - Training method
- Training course
- Courses to be taught
- Additional material
- Budgets for addntl training
- Training rules
- Time table
- Individual attention
- Work
- Timing - Presentation
- Examination of performance
- Follow up
