BUSM4592: Strategic HRD Career Planning and Adult Learning Report

This report delves into the critical aspects of human resource development (HRD) career planning and adult learning principles, focusing on employees transitioning into HR roles within new organizations. It emphasizes the importance of career planning strategies, particularly in linking strategic planning with overall HRD, and highlights the significance of considering employee needs and technological, economic, and legal factors. The report underscores the role of adult learning principles, such as autonomy and goal-orientation, in motivating and managing adult employees. It also addresses key considerations for HR professionals, including organizational climate, training facilities, and the evaluation of mission goals. The report concludes by providing a comprehensive framework for employees to successfully navigate HR roles and contribute to effective organizational structures, providing a solid foundation for strategic HRD and adult learning within an organization.

- 1 -
HRD PLANNING AND ADULT LEARNING PRINCIPALS
[Enter Name of the Student:]
[Enter Name of the University:]
[Author Note:]

- 2 -
EXECUTIVE SUMMARY
The below discussed report states about the human resource development career planning of
any employee willing to move into a different organization into a HR role and also the adult
learning principals. The report also emphasises about the key factors that the employees must
keep in mind and follow before moving to the HR post in an organization.

- 3 -
Table of Contents
Introduction.................................................................................................................................5
Discussion...................................................................................................................................5
Career planning strategy..........................................................................................................5
Importance of adult learning principals..................................................................................6
Conclusion...................................................................................................................................8
References...................................................................................................................................9
Appendix...................................................................................................................................11

- 4 -
Introduction
The human resource development (HRD) planning is an essential criteria in an
organization and also it provides employee motivation, employee development and employee
career development. The main objective of the human resource development is to ensure and
form a superior workforce for the organization and also to monitor and control the working
force of the individual employees who are contributing to any organization. Both the internal
and external aspects of the workplace comprises of the human resource development plan
(Hirschi, Herrmann and Keller 2015). The managers or people responsible for the
organization also indulges the employees for various kinds of trainings and works for the
development of the workforce in order to improve the organizations working environment and
culture. The organization wanting to have a strong and solid human resource development
must abide by the above guidelines. The human resource development (HRD) is basically the
future analysis of the needs of the organization in order to achieve the company’s goals.
Discussion
Career planning strategy
Human resource development (HRD) planning is the future and current analysis of
human resources within an organization in order to link the strategic planning with the overall
human resource development of the organization. Career planning is one of the most
important aspects of the organizations and the employee’s future in the organization and it
also helps in the human resource development planning and to build a strategy accordingly.
The main objective of the career planning is the use of maximum human resources in an
effective way and also to achieve greater amount of productivity (Lent 2013.). This strategies
also increase the overall turnover and motivation of the employees. However in order to do so
the needs and requirements of the employees must be considered while developing the human
resource development plan. Many factors are associated with the human resource

- 5 -
management such as technological innovation, economic factors, legal factors and employee’s
organization. Technological innovation comprises of the very fast mechanical changes and
advancements in the field of the organization throughout the world (Riding and Rayner 2013).
Thus the changing activity are also associated with the human resource development career
planning.
Career planning is also associated with the future goals and the current situation of the
organization. Economic factors including wellbeing of the employees and development of
existing projects and also making and development of new projects are also associated. The
employees that are applying for the post of human resources in another company must focus
on the various HR planning and strategies for the development and growth of the organization
(Bolisani and Bratianu 2017). The funding in the company that the employees should be
joining in the role of HR managers should have enough funding as it is needed for the
implementation of new design and ideas to enhance the company’s production. The facilities
offered to the HRD should also be kept in mind such as availability of classrooms, conference
room needed are in house available or have to be taken from any external sources in order to.
The employees should also keep in mind that the facilities that are needed can be funded by
the company or not. The training is an important aspect of any organization and hence the
company should also have appropriate training facilities and the employees should consider
these facts before moving into an organization in role of HRD. (Rothwell et al. 2015). The
climate and culture of an organization also plays an immense important role in the activities of
HRD and also the employees joining any company should check certain criteria of
organizational management support and also supervisory support. Career planning is also an
important aspect in involvement in HR roles in any field and thus the employees should also
consider the positive characteristics and be aware of the uniqueness of each employee.

- 6 -
Importance of adult learning principals
The adult learning principal plays an important role in the human resource
development and also the employees opting for such positions also must keep in mind about
the future adult learning principals and strategies. The adults are autonomous and self-learning
and self-directed and thus the adults must be involved in learning process and serve also at the
same time in the process rather than only generating. Group leadership and presentation must
be done by the teachers and also to help them in reaching the goals of the class (Anderson
2013). The adults can accumulate various knowledge factors and experiences from the real
world experiences which any fresher would lack and the teachers need to connect to those
knowledge and also keep in mind that the adults are always goal oriented and they always
appreciate any kind of educational program which has clearly defined elements and structures.
Such adults involved in an organization can be motivated to do further work by social
relationship enhancement, social welfare and personal advancement in many aspects. These
principals are very much important to the human resource development s because a huge
number of employees in any organization are mainly adult employees who must be motivated
and controlled in a different approach and adult learning approaches must be followed in such
cases (Aswathappa 2013). Motivation and reinforcement is also associated to the instructors
and retention of the adult employees must be done in order to maintain a strong and steady
human resource development career planning. The employees that are applying for the post of
human resources in another company must focus on the various HR planning and strategies
for the development and growth of the organization.
The management of the workforce is one of the most important factors associated with
this subject and the employee satisfaction towards their existing working model should also be
considered. The working party sometimes tries to negotiate with the administrative section of
the organization and the employees trying to apply for the post of the HR in the organization.
The supply of work and supply of resources also plays an important role in the career

- 7 -
planning in Human resource development. Various legal problems and factors are also
associated with the adult career planning. The cultural and geographical factor also plays an
important factor in the career planning in the Human resource development. The
organizational culture also needs to be learnt and organized and also the evaluation of the
mission goals should be kept in mind (Bratton and Gold 2017). The employees joining in the
post of HR should also keep in mind about the plans for recruitment, hiring, educating and
training and compensating the employees. The above discussed methods and factors can be
applied in case of the employees who are joining the organization in the post of HR and such
employees must keep in mind about the discussed proposals and factors related to adult
learning principals and human resource development planning. By abiding the factors and
points discussed in this report the employees willing to join the new organization in the HR
posts will be highly benefited and also the employees can assess the employees of the new
organization in a better prospective (Zepeda 2014). The human resource development
planning and the adult learning principals are the two important points in this aspects and thus
the employees must abide by such planning strategies to successfully working in a HR role of
any organization.
Conclusion
Human resource development planning and adult learning principals are the two
aspects discussed in the above report and this emphasises on the employees who are planning
to move to post of HR in a new organization and the employees must keep in mind about the
discussed strategies and plans about the two aspects. Human resource development (HRD)
planning is the future and current analysis of human resources within an organization in order
to link the strategic planning with the overall human resource development of the
organization. And on the other hand the adult learning principal plays an important role in the
human resource development and also the employees opting for such positions also must keep
in mind about the future adult learning principals and strategies. Thus the above report

- 8 -
describes the about the key factors that the employees moving to HR post in an organization
must keep in mind in order to carry out a successful organizational structure in every aspects.
References
Anderson, V., 2013. Research methods in human resource management: investigating a
business issue. Kogan Page Publishers.
Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill
Education.
Bolisani, E. and Bratianu, C., 2017. Knowledge strategy planning: an integrated approach to
manage uncertainty, turbulence, and dynamics. Journal of Knowledge Management, 21(2),
pp.233-253.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Hirschi, A., Herrmann, A. and Keller, A.C., 2015. Career adaptivity, adaptability, and
adapting: A conceptual and empirical investigation. Journal of Vocational Behavior, 87, pp.1-
10.
Lent, R.W., 2013. Career‐life preparedness: Revisiting career planning and adjustment in the
new workplace. The Career Development Quarterly, 61(1), pp.2-14.
Lövdén, M., Wenger, E., Mårtensson, J., Lindenberger, U. and Bäckman, L., 2013. Structural
brain plasticity in adult learning and development. Neuroscience & Biobehavioral Reviews,
37(9), pp.2296-2310.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.

- 9 -
Riding, R. and Rayner, S., 2013. Cognitive styles and learning strategies: Understanding
style differences in learning and behavior. David Fulton Publishers.
Rothwell, W.J., Jackson, R.D., Ressler, C.L., Jones, M.C. and Brower, M., 2015. Career
Planning and Succession Management: Developing Your Organization's Talent—for Today
and Tomorrow: Developing Your Organization’s Talent—for Today and Tomorrow. ABC-
CLIO.
Zepeda, S.J., 2014. The principal as instructional leader: A handbook for supervisors.
Routledge.

- 10
Appendix
UNITED NATIONS
ECONOMIC COMMISSION FOR EUROPE
STATISTICAL DIVISION
Working paper No. 1
Workshop on Human Resources Management & Training
5-7 September 2012, Budapest, Hungary
CONTEMPORARY ISSUES ON HRM AND TRAINING IN
NATIONAL STATISTICAL INSTITUTES
Paper by Mr. W.J. van Muiswinkel from Statistics Netherlands

- 11
Introduction
This paper is prepared to facilitate the organization of the workshop and to structure
the agenda by translating the challenges into fourteen topics (equally divided into the pillar of
HRM and the pillar of Training). Member countries are kindly invited to review this
document and sub- mit papers on the mentioned topics. These papers will be used as input for
presentations and dis- cussions during the workshop. The Workshop will be hosted by the
Hungarian Central Statistical Office and co-chaired by The Netherlands and Poland. The main
goal of the workshop is to ex- change experiences and to develop good practices in the area of
Human Resource Management (HRM) and Training in National Statistical Institutes (NSIs,
including Eurostat and IMF). As dele- gates from 56 UNECE member countries are invited to
participate, the objective is to meet the challenges which NSIs are currently facing and to
examine future challenges in the years to come.
The different levels in development of Human Resources Management and
Training in NSIs are illustrated in the pyramid presented in Figure 1. The level of
development of HRM and training of NSI’s can defer from each other. Based on this
pyramid, the NSI can roughly determine the level of development in HRM and Training
and what moving to the next level entails.

- 12
© W.J. van Muiswinkel
Figure 1: Pyramid visualizing the degree of development in HRM and
Training in NSI’s
If, for example, HRM in a NSI is mainly focussed on primary terms of employment and is
dominant in setting the rules and duties for employees, this would correspond to the situation
at the bottom of the pyramid. This means that HRM can be described as primarily operational
and HRM is mainly reactive on emerging issues in the NSI. From this level, HRM can grow
to the next level, which is called Administrative HRM. To reach this level, HRM should
develop an administrative HRM-system; focus on the introduction of secondary terms of
Strategic Pro-active
Policy-based HRM&T
Mobility
Management development
-Training current & next job
Tactical Instrument-based HRM & Training:
Working contract – feedback - evaluation –
Training on excellence in current job
Active
Administrative HRM:  Mutual work relations
Administrative HRM-system
Employee rights - work conditions - attractive employer
Secondary terms of employment (holidays, benefits, etc.)
Training on basic issues
Operational Basic HRM:
Primary terms of employment: Employer sets rules/ duties for employees
Collective Bargaining Arrangement between employer and unions/ social plans (work-
ing hours, rest times)
Re-active
Strategic
HRM & T
Strategic Personnel Planning
Knowledge management