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Managing and Coordinating Human Resource Development

   

Added on  2020-05-16

10 Pages2528 Words449 Views
Running Head: Human Resource Development[TYPE THE COMPANY NAME]Human ResourceDevelopment[Type the document subtitle]Name of Student[Pick the date]Submitted to
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Human Resource Development1ContentsIntroduction...........................................................................................................................................2Who is HR Developer?...........................................................................................................................2Managing and Coordinating Learning program.................................................................................2Organisational Development (OD) and OD Interventions.....................................................................3OD and Organisation Effectiveness....................................................................................................4Total Quality Management (TQM).................................................................................................4Organisational Development and Productivity..................................................................................4Training and Development............................................................................................................4Organisational Development and Quality of working life..................................................................4Learning Organisation...........................................................................................................................5Formative and Summative Assessment.............................................................................................5Conclusion.............................................................................................................................................5Bibliography...........................................................................................................................................6
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Human Resource Development2IntroductionDevelopment of human resource is important to every organisation which is growth oriented.Human Resource development (HRD) creates a climate where the capabilities of people canbe identified, brought to surface and nurtured. Human resource development is a part ofhuman resource management which deals with training and development of employees. Theconcept of HRD was first used by Leonard Nadler in 1969 at a conference in United States.In this report, definition and role played by him/her in managing and conducting a learningprogram is discussed. Then organisational development’s relation with efficiency,productivity and quality of work life is explained. Finally, the report covers meaning oflearning organisation.Who is HR Developer?HR developer conducts and supervises organisational learning and development activities.With growing competition and globalisation importance of HR developer role in developingskills and enhancing productivity and quality of work of employees is imperative[ CITATIONHea16 \l 1033 ].Managing and Coordinating Learning programIf a HR developer wants to increase employees’ engagement and productivity he/she needs tobecome an active agent in their learning. HR developer understands the learning needs and isin a position to make an immediate and lasting difference in employees’ performance.Developing a learning program comprises of a series of steps and HR developer has animportant role to play at each step as listed below:Need Analysis: First and the most important action for conducting a successfullearning program is to identify the exact training need. Training need can be definedas identification of the gap between actual condition and desired condition of peopleaspect of organisational performance which can be addressed by changing knowledge,skills and attitudes[CITATION Jam76 \l 1033 ]. Need analysis is a method of determiningwhether training or some other organisational intervention can fill the performancegap. Organisational audits, assessment of present achievement levels, knowledge,skills and behaviours are some of the ways of assessing organisational training needs.
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