HRD Strategies for Managing Learning and Development Programs

This report examines the pivotal role of Human Resource Development (HRD) in managing and coordinating learning programs within organizations, emphasizing the relationship between organizational development and the strategic and tactical functions of HRD. It defines HRD as a process that engages individuals in continuous learning and development, highlighting its importance in creating a growth-oriented environment. The report details HRD's responsibilities, including conducting training needs analyses, mapping skills, creating training modules and calendars, and assessing program effectiveness through feedback and performance development plans. It further explores the strategic alignment of HRD with organizational objectives, emphasizing its role in fostering a culture of learning and development to ensure organizational sustainability. The document also touches upon the concept of a learning organization, scoring assessments, formative assessments, and summative assessments, referencing Peter Senge's work and emphasizing continuous evaluation for employee appraisal and organizational transformation. This document is available on Desklib, a platform offering a wealth of study resources, including solved assignments and past papers, to support students' academic endeavors.

Human
Resource
Development

Purpose of the Study
◆ Identify the role of HR in managing and
coordination of the learning program at the
Organization.
◆ Relationship between the Organization
development and strategical and tactical roles of
the HRD.
◆ Notion of learning towards learning organization.
◆ Understanding of scoring, formative and
summative assessment.

Human Resource Development- Definition
◆ Process through which individuals get engaged in
the process of learning and development at the
organization.
◆ It is the process of bringing out the best in the
employee by exposing him to the learning and
developmental plan of the organization.
◆ It is a critical function of the human resources
which helps in creating an environment of learning
and growth.

HRD role in Management and Coordination of
Learning Program
◆ Conduct a training need analysis program for the
employees.
◆ Map the current skills with the required skills for the
Job.
◆ Difference of the present skill set and required skill set
forms the training module for the employees.
◆ A general training module is created for other
employees of organization.

HRD role in Learning and Development
◆ Creation of a training calendar for the employees and
the organization.
◆ Creation of calendar in sync with the Line managers
and task deadline of employees.
◆ Sending out training invite to all the employees.
◆ Arranging for the training material, including video
material, trainers etc.
◆ Reminder to the employee few days before the actual
training

Role of HR in Learning & Development
◆ Assessment of training program by HRD team.
◆ Usage of Feedback, surveys, questionnaire, and Face
to Face interaction for the assessment of the training
program.
◆ Feedback assessed with the line managers.
◆ Create a performance development plan for the
employees and monitor it periodically.

Relationship between OD and HRD
◆ Strategic role of HR is to create an environment of
learning and growth in the organization and map it
with the objectives of the organization(McArthy &
Allen, 2017)
◆ They have to create a resolute program for the
success of the learning and development program
which will result in organizational development.
◆ It ensures sustainability in the Organization.

Continued…
◆ Tactical contribution is towards assessing the training
gaps in the employees for the desired skill set.
◆ HRD has to ensure to keep the entire organization in
sync with the training program and is open to the
concept of learning and development.
◆ Spread learning and development as the culture in the
organization.
◆ Organization development and HRD are interlinked and
success of HRD ensures the development of the entire
organization.

Learning Organization-Scoring,
Formative and Summative Assessment
Learning Organization
◆ Concept of Learning
organization was given by
Peter Senge.
◆ It is an organization which
facilitates the learning of its
members with the mission of
transforming the organization
Scoring Assessment- It is a
preliminary assessment against
which the capability of the
employee is measured for training
need assessment.
Formative assessment-It is round
the clock assessment of the
employee on the basis of his
training, feedback and so
on(Sarangi & Shah, 2015)
Summative Assessment- It is the
year end evaluation of the
employee on the basis of formative
and summative assignment, it leads
to appraisal for the employee or

References
◆ McCarthy, M. and Allen, J., 2017. How to
Engage, Involve, and Motivate Employees:
Building a Culture of Lean Leadership and
Two-Way Communication. Productivity
Press.
◆ Sarangi, S. and Shah, S., 2015. Individuals,
teams and organizations score with
gamification: tool can help to motivate
employees and boost performance. Human
Resource Management International

Thanks!