Lesson 02

Roles and functions of Human Resource Development

Disclaimer
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Learning outcomes
This lecture note covers the following learning outcome;

LO2 Explain the roles and functions of human resource development Developing human and social capital Undertaking a training needs analysis (TNA) Key stages in the development of the HRD strategy The roles of the HRD practitioner and line manager in integrating learning in the workplace Selecting and training trainers and facilitators Formal training approaches vs. informal training in the work place

Contents
How development is different to training ? Line managers role System approach to training Principal of learning Trainees readiness and motivation Types of training Special topics in training and development Roles of the HRD practitioner Stages of training cycle

Development and training

Training involves planned instruction and Development is much broader than training and usually has a longer term focus

Managing Talent, or Human Capital

Human capital Knowledge, skills, and capabilities of individuals that have economic value to an organization. Valuable because capital is based on company-specific skills is gained through long-term experience can be expanded through development

HRD practitioners support the development of human capital

Line managers role

Line managers support the development of social capital

Compliance
Entrepreneurship Employee participation

System approach to training

System approach to training

Environment Strategies Resources of the organization

System approach to training

Job analysis Job description

Competency assessment

System approach to training

System approach to training

Principal of learning

Trainees readiness and motivation

Use positive reinforcement Eliminate threats and punishment Be flexible Have participants Design interesting instructions Break down physical and psychological obstacle to learning

System approach to training

On the job training

Employee training at the place of work while he or she is doing the actual job. Usually a specialized trainer (in certain instances an experienced employee) acts as the course instructor using hands-on training often supported by formal classroom training .

Evaluating the training program

Types of training
Formal training Formal training is recognized and accepted training. It will usually be sanctioned by or even run by the recognized organization. Informal training Informal training occurs in many organizations as a normal part of day-to-day work. Informal training is a valid approach to improving employee skills and motivation.

Special topics in training and development

Many employers develop special training programs to meet special needs. A. Orientation training Careful planning includes four considerations:

1. Use a checklist
2. Focus on whats important 3. Develop an orientation packet 4. Reduce employee anxiety

Roles of the HRD practitioner

Respective roles of the HRD practitioner and line manager in developing informal learning Need to design and implement interventions Should be non-directive and reliant on the facilitation skills of the line manager

Stages of training cycle

Four stages of the systematic training cycle Stage 1: Identification of training and development needs Stage 2: Design of training and development intervention Stage 3: Delivery of training and development intervention Stage 4: Evaluation of training and development intervention