Transcript Lesson 1 HRD.ppt

Human Resource Development
by
Hateem Ghafoor, PMP
Course Introduction
• To evaluate, analyze, and apply techniques to effectively
promote the training and development of human
resources
within
workplace
and
community
organizations; to increase awareness, knowledge and
understanding of trends and issues related to the
development of healthy organizations equipped to deal
with rapid change.
Course Objective
•
Demonstrate knowledge, analysis and application of professional
development theories and strategies for effective use of human
resources
•
Articulate ethical and legal issues related to human resources and
professional development within the work place, organization, and
community, e.g., confidentiality, autonomy, equitable access and
service
•
Engage in a critical analysis of organizational, job or individual needs
as it relates to The development and training of human resources
within the work place, organization and community
•
Develop a training plan to address identified needs as they relate to
job performance, “re-skilling” of workforce or professional
development, etc.
•
Demonstrate understanding of concepts, current trends, and
strategies relevant to recruiting, selecting, supervising, evaluating and
retaining organizational or community volunteers
Reference Material
Required Texts:
• Garrick, G. (1998). Informal learning in the workplace: Unmasking
human resource development. New York: Routledge.
• Swanson, R. A. & Holton, E. F. (2001). Foundations of human
resource development. San Francisco: Berrett-Koehler.
Recommended Texts:
• Young, W. H. (1998). Continuing professional education in transition:
Visions for the profession and new strategies for lifelong learning, pp.
129-139.
• Rowden, R. (2007).
Malabar: FL: Krieger.
• Course material
Workplace learning: Principles and practice.
Assessment and Grading
1
Quiz 1
Due after Lecture
No.
5
2
Quiz 2
12
10%
3
Assignment 1
21
10%
4
Midterm Exam
18
25%
5
Final Exam
32
50%
Exam No
Exam Type
Marks scheme:



Quizzes + assignments = 25%
Mid Term Exam = 25%
Final = 50%
Total Marks
5%
Course Contents
• Lesson 1
– Overview of Human Resources and Professional Development
– Planning and Organizing Human Resources
– Trends and Issues
– Other aspects of HR
• Lesson 2
– Legal and Ethical Issues and Practices Related to Human
Resources
– Historical Perspectives
– Ethical Issues
– Personal and Organizational Ethical Practices
Course Contents
• Lesson 3
– Training and Professional Development: Contemporary Trends and
Issues
– Use of Technology for Increased Productivity
– Professional Development for the 21st Century
– Preparing for an Aging Work Force
– Distance Training/Learning
• Lesson 4
– Training and Professional Development: Organizational Growth
and Development
– Balancing Individual, Group and Organizational Needs
– Organizational Development
– Creating the Learning Organization
– Learning Communities
• Lesson 4
– Training and Professional Development: Individual and Group
Growth and Development
– Planning, delivering, and evaluating training and staff
development programs
– Models of instructional design and staff development
– Self-managing work teams
Overview of HR
Course is “Human Resource Development”
Then
why to start with “Human Resource basics”
Let me tell you why…………..
HR & HRD
Human Resource Management
• Human Resource Management
– Activities designed to provide for and coordinate the
human resources of an organization
– Traditionally referred to as personnel administration or
personnel management
1-12
Human Resource Functions
1. Human resource planning, recruitment, and selection
2. Human resource development
3.
4.
5.
6.
Compensation and benefits
Safety and health
Employee and labor relations
Human resource research
1-13
Human Resource Functions
• Human Resource Functions
– Tasks and duties performed in large and small
organizations to provide for and coordinate human
resources
• Talent management
– The broad spectrum of HR activities involved in
obtaining and managing firm’s human resources
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Human Resource Functions
1.
2.
3.
4.
5.
6.
Human resource planning, recruitment, and selection
Human resource development
Compensation and benefits
Safety and health
Employee and labor relations
Human resource research
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Who Performs the Human Resource
Functions?
• Operating manager
– Person who manages people directly involved with
the production of an organization’s products or
services
– Production manager in a manufacturing plant, loan
manager in a bank
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Who Performs the Human Resource
Functions?
• Human resource
generalist
• Human resource
specialist
– Person who devotes a
majority of working
time to human
resource issues, but
does not specialize in
any specific areas.
– Person specially
trained in one or
more areas of human
resource
management
– labor relations
specialist, wage and
salary specialist
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The Human Resource Department
• Primary function – Provide support to operating
managers on all human resource matters
• Fulfills a traditional staff role and acts in an advisory
capacity
• Depending upon the organization, functions may be split
between operating managers and human resource
department
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The Human Resource Department
Other functions:
• Customarily organizes and coordinates hiring and
training
• Maintains personnel records
• Acts as a liaison between management, labor, and
government
• Coordinates safety programs
1-19
Examples of Types of Assistance Provided by
Human Resource Departments
Table 1.2
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Three Types of Assistance Provided by
Human Resource Department
Figure 1.1
1-21
Challenges For Today’s Human Resource
Managers
•
•
•
•
•
Diversity in the workforce
Result of changes in government requirements
Organizational structures
Technology
Management approaches
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Diversity in Workforce
• Between years 2004-2018:
– Almost half the new entrants will be women
– White, non-Hispanic males will comprise fewer than
one-third of new labor force entrants
– Average age of employees will climb to 42.3
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Diversity in Workforce
Increasing globalization of many companies
• Defining diversity in global terms
– Looking at all people and everything that makes them
different from one another, as well as the things that
make them similar
– Values, habits, and customs
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Key Human Resource Related
Challenges Facing global
Companies
•
•
•
•
•
•
Cultural differences
Compliance with data-privacy regulations
Varying economic conditions across countries
Time zone differences
Legal environment
International compliance
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Challenges and Contributions of
Diversity
• Organizations must get away from fitting employees into
a single corporate mold
– Must create new human resource policies to explicitly
recognize and respond to unique needs of individual
employees
• Communication problems that arise will necessitate
additional training in written and spoken language skills
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Regulatory Changes
Organizations face new regulations routinely issued in
areas of:
• Safety and health
• Equal employment opportunity
• Pension reform
• Quality of work life
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Structural Changes to
Organizations
• Downsizing
– Laying off large
members of
managerial and other
employees
• Outsourcing
– Subcontracting work
to an outside company
that specializes in that
particular type of work
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Structural Changes to
Organizations
• Rightsizing
– Continuous and
proactive assessment
of mission-critical work
and its staffing
requirements
• Reengineering
– Fundamental
rethinking and radical
redesign of business
processes to achieve
dramatic
improvements in cost,
quality, services, and
speed
1-29
Technological and Managerial Changes
within Organizations
• Computerized information systems are now
being used to maintain easily accessible
employee data that are valuable in job
placement and labor utilization
• Also being used in employee training,
succession planning, and compensation
management, and to track and report affirmative
action activity
1-30
Technological and Managerial Changes
within Organizations
• Many organizations have implemented Web-based
human resource systems that allow employees to
complete many HR-related tasks online.
• Referred to as electronic human resources (eHR)
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Advantages of eHR
Employee convenience
Immediate response
Increased accuracy
Reduced costs
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Technological and Managerial Changes
within Organizations
• Telecommuting
– Working at home by using an electronic linkup with a
central office
– Applicable to employees in home country or on
different continents
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Technological and Managerial Changes
within Organizations
• Empowerment
– Form of decentralization that involves giving
subordinates substantial authority to make decisions
• Self-managed work teams
– Groups of peers that are responsible for a particular
task or area
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Human Resource Management In the
Future
• Human resource managers must be integrally involved in
organization’s strategic and policy-making activities
• Human resource managers need to:
– Overcome negative impressions and biases
sometimes associated with this field
– Become well-rounded businesspeople
– Understand business complexities and strategies
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Human Resource Management In the
Future
Becoming more familiar with the business:
• Know the company strategy and business plan
• Know the industry
• Support business needs
• Spend more time with the line people
• Keep your hand on the pulse of the organization
• Learn to calculate costs and solutions in hard numbers
1-36
Questions for Understanding the
Organization’s Business Strategies
Figure 1.2
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