lectures notes HRD

Planning:
Vrijdag College 1 + 2
Zaterdag
Zondag College 3 + 4
Maandag Alles gelezen
aantekeningen Jip
Woensdag College 4
Donderdag College 5
Vrijdag College 6
Zaterdag College 7
Zondag College 8
Maandag Herhalen
Woensdag Herhalen

Lecture 1
 The main functions of HRD
 The position of HRD in a company
 Core HRD activities

Leerdoelen:




HRD is a mechanism in shaping individuals and group values and
beliefs and skilling through learning-related activities to support the
desired performance of the host system or organization.
 acquires important KSAO’s

Some history of HRD

,Different moments in time influenced the Human Resource Development.
 During the first world war factories had to produce munition.
Because of this, the skilled craftshop owners couldn’t meet the
growing demand anymore. Because of this they had to recruit a lot
of crafters.
 During the human relations movements they started to see workers
as people, not as cogs in a factory machine. This led tot an increased
attention for coaching and counseling. There comes more focus on
interpersonal skills. In America the American Society for Training
Directors was born  American Society for Training and
Development (ASTD)

HRD as part of HRM




A distinction can be made between Line authority and Staff authority.
 Line authority: Your supervisor needs you now
 Staff authority: Advisors want you to participate in a training

There are 3 core functions of HRD:
 Training and development
o Employee orientation
o Skills training
o Coaching
o Counseling
 Career development
o Career planning
o Career management
 Organization Development
o Increase employees’ effectiveness and well-being through
interventions

A basic HRD framework: THE ADImE MODEL

,Lecture 2: Chapter 2

Learning goal:
 You will know important factors that influence employee behavior
o External forces (outside the organization; inside the
organization: supervision, coworkers, outcomes)
o Internal forces (motivation; attitudes; KSAs)
 You will know what motivation is and why it is important for HRD
o Voluntary actions, individual, cause arousal, direction, and
persistence
o E.g. will the employee participate, learn, transfer the
knowledge to the job?
 You will know important theories of motivation and how they can be
applied to HRD
o Need-based, cognitive, non-cognitive theories

The goal of HRD in an organization is:
 To assist employees and organizations in attaining their goals
 Ultimate objective is to improve organizational performance.
 Major focus of most HRD interventions is an effort to change
employee behavior.

Which behavior does HRD want to change:
 Individual performance is multidimensional. Job performance is the
sum of:

, o Mandatory tasks task performance or in-role behavior 
behaviors central to doing one’s job
o Discretionary tasks OCB or Contextual performance or
extra-role behavior  not specific to any one task
 Those 2 factors are important for Job Performance  more focus on
mandatory, but OCB also important, for example, culture,
innovation, cooperation, teamwork. Motivation is more in the
rewards, so this is more important for Discretionary tasks. You’re not
getting fired if you’re not doing Discretionary tasks. This differs from
mandatory tasks. In HRD the focus is most on Mandatory tasks.

Key factors affecting behavior:
 External forces: outside the
organization; immigration, aging,
legislation, crisis, Covid, AI,
Downsizing; fewer products/employees
 smaller the chain.
o Outside the organization
o Inside the work environment
o Leadership
o Coworkers
o outcomes
 Internal forces (within employee)
o Motivation
o Attitudes
o KSAs

Outcome factors in the work environment
 Occur as a result of a given employee behavior
 Types
o Personal  have value to the individual; Payment, recognition,
emotions
o Organizational  valued by the organization; (valued isn’t
always a positive thing); teamwork, productivity, product
quality

Those types are important for HRD because? For this questions we have 2
theories:
 Expectancy theory
 Equity Theory

Coworkers can effect behavior:
 They control some of the outcomes and therefore some of the
behavior. For example:
o they may offer or withhold friendship and recognition.
 Norms set the guideline for behavior in the group.
 Group dynamics influence the way an employee behaves when
interacting with group,