Module 1 Flashcards
It is a set of systematic and planned activities designed by an organization to provide its members with the opportunities to learn the necessary skills to meet current and future job demands.
Human Resource Development
It is the effective selection and utilization of employees to achieve best the goals and strategies of an organization, as well as the goals and needs of employees.
Human Resource Development
It is directly involved with obtaining, maintaining, and developing employees.
Primary Function
It either provides support for general management activities or is involved in determining or changing the organization’s structure.
Secondary Function
It is used to predict how changes in management strategy will affect future human resource needs.
Human Resource Planning
It is intended to satisfy an organization’s legal and moral responsibilities by preventing discriminatory policies, procedures, and practices.
Equal Employment Opportunity
It designed for a timely
identification of potential applicants for current and future openings and for assessing and evaluating applicants to make selection and placement decisions.
Staffing
It is responsible for establishing and maintaining an equitable internal wage structure, a competitive benefits package, as well as incentives tied to individual, team, or organizational performance.
Compensation and Benefits Administration
It include developing a communications system through which employees can address their problems and grievances. It include the development of working relations with each labor union, as well as contract negotiations and administration.
Employee (Labor) Relations
It seek to promote a safe and healthy work environment.
Health, Safety, and Security
It intended to ensure that organizational members have the skills or competencies to meet current and future job demands.
Human Resource Development
It is concerned with interdepartmental relations and the organization and definition of jobs.
Organization/Job Design
It is used for establishing and maintaining accountability throughout an organization.
Performance Management and Performance Appraisal Systems
It is necessary to make enlightened human resource decisions.
Research and Information Systems
What are the Primary Functions?
Human resource planning
Equal employment opportunity
Staffing (recruitment and selection)
Compensation and benefits administration
Employee (labor) relations
development
Health, safety, and security
Human resource development
What are the Secondary Functions?
Organization/job design
Performance management and performance appraisal systems
Research and information systems
It focuses on changing or improving the knowledge, skills, and attitudes of individuals.
Training and Development
It involves providing employees the knowledge and skills needed to do a particular. task or job, though attitude change may also be attempted
Training
It has a longer-term focus on preparing for future work responsibilities while also increasing the capacities of employees to perform their current jobs.
Developmental Activities
It is the process by which new employees learn important organizational values and norms, establish working relationships, and learn how to function within their jobs.
Employee Orientation
It narrow in scope to teach the new employee a particular skill or area of knowledge
Skills and Technical Training Program
It is when individuals are encouraged to accept responsibility for their actions, to address any work-related problems, and to achieve and sustain superior levels of performance.
Coaching Process
It used to help employees deal with personal problems that may interfere with the achievement of these goals.
Counseling Techniques
It is to ensure that managers and supervisors have the knowledge and skills necessary to be effective in their positions.
Management Training and Development Programs
It is defined as the process of
enhancing the effectiveness of an organization and the well-being of
its members through planned interventions that apply behavioral
science concepts. It emphasizes both macro and micro organizational changes.
Organization Development
It is generally to function as a change agent.
HRD Professional
It is “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 Development
It involves 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 Planning
involves taking the necessary steps to achieve
that plan, and generally focuses more on what an organization can do
to foster employee career development.
Career Management
It is involved in the high-level
decision-making concerning how HRD initiatives will support the goals and strategies of an organization.
Learning Strategist
It involved with the day-to-day planning, funding, and monitoring of HRD initiatives,
Project Manager
It adds his or her expertise to particular areas, for example, designing, developing, delivering, and evaluating an HRD initiative.
Professional Specialist
It is primarily responsible for all HRD activities.
- Integrate HRD Programs with Organizational Goals
- Leadership in Executive Development
- Collaboration with HRM Executives
- Advising Top Executives
- Develop Long-Range Plans and Budgets
HRD Executive/Manager
HRM Executive/Manager previously known as the _____.
Training Director
HRM Executive/Manager now often called as the _____.
Chief Learning Officer (CLO)
It consults strategic decision-makers on HRD issues that directly affect the articulation of organization strategies and performance goals.
Outputs include HR strategic plans and strategic planning education and training programs.
HR Strategic Advisor
It assists HR management in the design and development of HR systems that affect organizational performance.
Outputs include HR program designs, intervention strategies, and implementation of HR programs.
HR Systems designer and Developer
It advises management in the design and implementation of change strategies used in transforming organizations.
The outputs include more efficient work teams, quality management, intervention strategies, implementation, and change reports.
Organization Change Agent
It advises management on work systems design and the efficient use of human resources.
Outputs include intervention strategies, alternative work designs, and implementation.
Organization Design Consultant
It identifies the needs of the learner, develops and designs appropriate learning programs, and prepares materials and other learning aids.
Outputs include program objectives, lesson plans, and intervention strategies.
Learning Program Specialist or Instructional Designer
It presents materials and leads and facilitates structured learning experiences.
Outputs include the selection of appropriate instructional methods and techniques and the actual HRD program itself.
Instructor/Facilitator
It assists individual employees in assessing their competencies and goals to develop a realistic career plan. Outputs include individual assessment sessions, workshop facilitation, and career guidance.
Individual Development and Career Counselor
It advises line management on appropriate interventions designed to improve individual and group performance.
Outputs include intervention strategies, coaching design, and implementation.
Performance Consultant or Coach
It assesses HRD practices and programs using appropriate statistical procedures to determine their overall effectiveness and communicates the results to the organization.
Outputs include research designs, research findings and recommendations, and reports.
Researcher
This certification covers the essentials of HR, including talent acquisition, employee relations, and training and development. It is a foundational certification for HR professionals in the Philippines. It for entry-level to mid-level HR professionals.
Certified Human Resource Professional (CHRP)
This certification is designed to validate the knowledge and skills of HR associates in areas such as recruitment, employee development, and compensation management. It is for early-career HR professionals.
Certified Human Resource Associate (CHRA)
It aimed at HR supervisors, this certification covers advanced HR functions, including strategic HR management, labor relations, and performance management. It is for HR supervisors and mid-level professionals.
Certified Human Resource Supervisor (CHRS)
This certification focuses on strategic HR management, leadership, and HR planning. It is designed for HR managers who oversee multiple HR functions and contribute to organizational strategy. It is for HR managers and senior HR professionals.
Certified Human Resource Manager (CHRM)
This program provides a comprehensive understanding of HR management and development, including talent management, organizational development, and HR analytics. It is for HR professionals seeking in-depth knowledge and skills in HRD.
Diploma in Human Resource Management and Development
This certification is geared towards professionals involved in training, learning, and development. It covers instructional design, training delivery, and measuring learning outcomes. It is for L&D professionals and HRD practitioners.
Certified Professional in Learning and Performance (CPLP)
This program offers various levels of certification (e.g., HR Supervisor, HR Manager) and covers HR core areas, including training and development, employee relations, and talent management. It is for HR professionals at various career stages.
People Management Certification Program
It refers to the challenges and strategies organizations face as they operate in an international market. This includes adapting to new technologies, improving employee skills, understanding different cultures, and managing global operations effectively
Competing in a Global Economy
It involves addressing the disparity between the skills workers have and the skills employers need. This often means improving education and training systems to ensure that workers are adequately prepared for the demands of the job market.
Eliminating the Skills Gap
It involves integrating individuals from various racial, ethnic, gender, and age groups into the workforce. It aims to create a more inclusive and representative workplace.
Increasing Workforce Diversity
It refers to the continuous, voluntary, and self-motivated pursuit of knowledge for personal or professional development throughout an individual’s life.
Meeting the need for lifelong individual learning
It involves helping organizations develop the ability to learn, adapt, and evolve in response to internal and external changes. This includes encouraging continuous learning at all levels—individual, group, and organizational.
Facilitating Organizational Learning
It involves navigating situations where moral principles are in conflict, ensuring that decisions and actions uphold ethical standards and integrity. This includes handling issues that arise in business practices, such as transparency, fairness, and accountability.
Addressing Ethical Dilemmas
It is a structured approach to designing and implementing human resource development (HRD) programs. It ensures that interventions effectively address organizational needs, improve employee skills, and enhance overall performance.
Framework for the HRD Process
It involves identifying and analyzing gaps between the current state and the desired state within an organization. This process helps determine what kind of HRD interventions are needed to address issues like poor performance, new challenges, or changes in the business environment.
Needs Assessment Phase
It decide which needs are most urgent and should be addressed
first.
Establish Priorities
It clearly outline what the HRD intervention aims to achieve.
Define Specific Objectives
It determine how the success of the HRD intervention will be measured.
Establish Evaluation Criteria
It involves creating a detailed plan for the HRD program or intervention based on the needs identified in the assessment phase. This phase ensures that the program is structured effectively to meet its objectives.
Design Phase
It Clearly defines what the HRD program aims to achieve. Objectives should be specific, measurable, achievable, relevant, and time-bound (SMART).
Selecting the Specific Objectives
It create a structured outline of what will be taught during the
program, including the sequence of topics and activities.
Developing a Lesson Plan
It prepares or obtains the necessary resources and materials needed for the program, such as handouts, presentations, or interactive tools.
Developing or Acquiring Materials
It decide who will lead the HRD program, whether it’s an internal trainer, a manager, a supervisor, or an external consultant.
Determining Who Will Deliver the Program
It choose the most effective methods and techniques for delivering the training, such as lectures, discussions, role plays, or simulations.
Selecting Methods and Techniques
It plan the timing and duration of the HRD program, ensuring it fits into employees’ schedules and minimizes disruption to their regular work.
Scheduling the Program
It involves putting the HRD program or intervention into action. This phase focuses on executing the designed plan effectively, delivering the program as intended, and addressing any challenges that arise during delivery.
Implementation Phase
It executes the HRD program according to the plan developed in the design phase. This involves conducting training sessions, workshops, or other planned activities.
Deliver the HRD Program
It assesses the effectiveness of the HRD program or intervention. It involves measuring how well the program achieved its objectives and understanding its impact on participants and the organization.
Evaluation Phase
