by - Aaron Stafford
Human Resource Development (HRD) is a framework for helping
employees to relate constructively and think productively. It is used to
develop their personal and organizational skills, knowledge and abilities.
HRD includes opportunities such as employee training, career
development and performance management. It also includes coaching, mentoring,
planning and providing assistance to employees.
The goal of the HRD is to create a superior workforce so
that both the organization and individual employees can accomplish their work
goals.
HRD can take various forms and its applicability is
universal. It can be formal such as in classroom training, a college course or
a planned organization chart. It can take informal form as such in employee
coaching by a trainer or manager designated by the firm.
The broad processes of HRD are recruitment and selection,
orientation and training and development.
Recruitment
and Selection
Recruitment is the process by which organizations locate and
attract individuals to fill job vacancies. Most organizations have a continuing
need to recruit new employees to replace those who leave or those who are
promoted, to acquire new skills and to permit organizational growth.
Recruitment goes hand in hand with the selection process by
which organizations decide the suitability of candidates for various jobs.
Orientation
To develop an effective workforce, an organization should
firstly express a positive view to the new employees through the orientation.
New hires should not get a negative view of joining a company. This can result
in negatively motivated and less productive workforce. Many Indian firms have
devised elaborate and detailed programs for new employee selection. Steel
Authority of India (SAIL), National Thermal Power Corporation (NTPC) and Indian
Oil Corporation Ltd. use a combination of class room sessions, on-the-job
experiences, visits to various locations and self learning as a part of the
orientation of trainee employees.
Training and Development
Immediately after orientation, training should begin.
Training basically means giving new or existing employees the skills they need
to perform their jobs. This might mean showing a new web designer the
intricacies of the company’s website, a new sales person how to sell the firm’s
product, etc. Organizations also provide employees ways to enhance their
qualifications academically. Companies such as Ernst and Young, together with
the University of Notre Dame and the University of Virginia, has
developed a unique Master's program primarily for non-accounting business
majors.
Training is a hallmark of good management. Having
high-potential employees does not guarantee they’ll succeed. Instead they must
know what to do and how to do it. Research shows that an organization’s
revenues and overall profitability are positively correlated to the amount of
training provided. According to Training
Magazine industry report, U.S. companies spend nearly $50 billion annually
to provide each of their employees with 26 hours on average of formal training.
The top 100 companies provide nearly double that amount of training.
An
Easy, 5 step Training and Development Process
Step 1: Identifying the skills required for the
job, assessing the prospective trainee’s skills through the development of a
measurable knowledge and performance analysis.
Step 2: Decide, compile and produce the
training program which includes workbook, exercises and activities.
Step 3: Refining the training process and
testing its validity.
Step 4: Implement the program on the targeted
group.
Step 5: Evaluate the success or failure of the
training program and make necessary changes or provide additional training if
applicable.
Implementing
HRD in Schools
Human Resource Development should be practiced right at the
grassroots level, i.e. Schools. The implementation of accurate training to
budding minds is essential to build future managers and responsible adults.
HRD can be implemented in schools by the school
administration and teaching staff to students in a similar way it is
implemented by employers to their employees. It can begin by student profiling
and assessment of their strengths and weaknesses and noting the field of
interest of the student. Accordingly the school can devise appropriate training
programs for individual students or groups of students through field trips,
outdoor activities which build interest towards the subject or related field,
project work to promote self-learning, use of audio-visual aids and computer
graphics to promote interest, video conferencing of other schools to enable
students to have a wider perspective and learning environment and grouping of
students with similar traits and working out difficulties faced by them through
introduction of interactive learning sessions based on their weaknesses.
Implementation of such programs in schools as it is practiced in the corporate
world can greatly enhance the quality of both theoretical and practical
knowledge of students and successfully make a set of motivated individuals,
capable of solving practical issues at work in the future.
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