Human Resources Management IIA by ProfessorBurgerQueen
Human Resources Development (HRD)
- HRD is a strategic approach to investing in human capital
- It draws on other human resource processes including resourcing and
performance assessment to identify actual and potential talent
- HRD provides a framework for self-development, training programmes, and
career progression to meet an organisation’s future skill requirement
- Key elements of HRD
- Effective resourcing of high quality people
- Identify and improve skills and motivation
- Align jobs to organisational goals and employee skills
- Review use of technology
- Focus on skills rather than qualifications
- Identify training needs and provide training
- Opportunities for personal growth and development
- Help employees manage their own careers
Development Programmes
- These should be part of planned and systematic processes in which
- Competencies/capabilities are identified by a performance management
system
- These competencies are matched with needs specified by the HR strategy
- Gaps are addressed by the development programme
- Management Development
- Companies can have structured training programmes to develop managers
- Management education programmes eg. PGDips, MBA, leadership courses
- Develop management competencies:
- Planning and financial management
- Effective communication
- Teamwork
- Strategic action competency
- Emotional intelligence
- Global awareness
- Develop generic competencies
- Intellectual
- Entrepreneurial
- interpersonal skills
Human Resources Development (HRD)
- HRD is a strategic approach to investing in human capital
- It draws on other human resource processes including resourcing and
performance assessment to identify actual and potential talent
- HRD provides a framework for self-development, training programmes, and
career progression to meet an organisation’s future skill requirement
- Key elements of HRD
- Effective resourcing of high quality people
- Identify and improve skills and motivation
- Align jobs to organisational goals and employee skills
- Review use of technology
- Focus on skills rather than qualifications
- Identify training needs and provide training
- Opportunities for personal growth and development
- Help employees manage their own careers
Development Programmes
- These should be part of planned and systematic processes in which
- Competencies/capabilities are identified by a performance management
system
- These competencies are matched with needs specified by the HR strategy
- Gaps are addressed by the development programme
- Management Development
- Companies can have structured training programmes to develop managers
- Management education programmes eg. PGDips, MBA, leadership courses
- Develop management competencies:
- Planning and financial management
- Effective communication
- Teamwork
- Strategic action competency
- Emotional intelligence
- Global awareness
- Develop generic competencies
- Intellectual
- Entrepreneurial
- interpersonal skills
