Hr development, methods and desig

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HR Development, Methods and Design.
Talent Management, Succession Planning, Trends on HR development ...

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Hr development, methods and desig

  1. 1. Employee Development - Designs & Methods Presenting By: Prakash Dhakal IBMS – MBA – IIIStrategic Plannning Institute of Banking and Management Studies (IBMS)
  2. 2. Outlines Introduction to Employee Development Need of Employee Development Design and Methods of Development Benefits from Development Some Facts and Examples of Employee Development Practice in Organizations … Trends of Employee DevelopmentPrakash Dhakal, MBA - Human Resource Management Dec – 2011
  3. 3. Human Development … The growth of humans throughout the lifespan, from conception to death. Development is all aspects of human growth, including : Physical Emotional Intellectual Social Perceptual, and Personality development.Prakash Dhakal, MBA - Human Resource Management Dec – 2011
  4. 4. Employee Development  Joint and on-going effort on the part of an employee and the organization for which individual works to upgrade the employees knowledge, skills, and abilities.  Successful employee development requires a balance between an individuals career needs and goals and the organizations need to get work done.Prakash Dhakal, MBA - Human Resource Management Dec – 2011
  5. 5. Employee Development  If so, then why should Employee Skills and Abilities be Developed ?  To make employee more versatile and productive and to manage difficulty and obstacles in the organization.  To grapple with complex change in organization, technology and process quite successfully.  To give the better performance in the organization and for the work life balance of employees. A more highly skilled workforce can accomplish more as the individuals gain in experience and knowledge …Prakash Dhakal, MBA - Human Resource Management Dec – 2011
  6. 6. Employee Development - Need AnalysisPrakash Dhakal, MBA - Human Resource Management Dec – 2011
  7. 7. Employee Development What Organization Need? - Need Analysis High Productivity Employee Satisfaction Need of Existence Tackle with situation etc … And then organization should plan for the further process of employee development according to its need. Need analysis should be done before implementing employee development plan .Prakash Dhakal, MBA - Human Resource Management Dec – 2011
  8. 8. Why Employee Development ? Highly committed employee requires planning, commitment, and a variety of interventions and strategies that - - Build continued confidence for employee challenges and Improve skills in managing people - Help employees become more aware of their impact on others - Increase the motivation and ability to set and achieve organizational and personal goals - Stimulate continuing skill development and career growth through self-directed and organization sponsored training GO >Prakash Dhakal, MBA - Human Resource Management Dec – 2011
  9. 9. Employee Development According to a survey conducted by the American Management Association (AMA), top employee development techniques used by organizations and the proportion of businesses using them as their retention strategy : Employee Development Issues Used in Companies External conferences/seminars 78.1 (%) Tuition reimbursement 67.3 Managerial training 66.8 Company support for degree 62.2 Interpersonal skills training 56.8 Technical training 54.5 Employability training 35.2Prakash Dhakal, MBA - Human Resource Management Dec – 2011
  10. 10. Talent Development It is becoming increasingly popular in several organizations, as companies are now moving from the traditional term training and development. Talent development is a core concept of employee training, career development, career management, training & development and organizational development. It is expected that during the 21st century more companies will begin to use more integrated terms such as Talent Development. Talent development refers to an organizations ability to align strategic training and career opportunities for employees.Prakash Dhakal, MBA - Human Resource Management Dec – 2011
  11. 11. Features of HRD Process Design Methods  Continuing and Ongoing Activities, which improve the total personality of executives  A Planned effort to improve executives ability handle a variety of assignment  It focus the attention on present and as well as future requirements of both the organization and the individual.  HRD upholds career planning and ensures all round growth of employees.  It maintains transparency in administration. Also it is action-oriented  HRD fights resistance to change and make employees more willing to accept the change.Prakash Dhakal, MBA - Human Resource Management Dec – 2011
  12. 12. Features Process of HRD Design Methods  Need Analysis: Who is responsible for employee training and development?  Appraisal of Present Management Talents  Inventory of Management Manpower  Planning of Individual Development Program  The individual development planning process  Step 1 - Self-assessment  Step 2 - Assess your current position and your work environment  Step 3 - Identify development activities  Step 4 - Put your plan in action  Establishment of Development Programs  Evaluation of the RESULTPrakash Dhakal, MBA - Human Resource Management Dec – 2011
  13. 13. Features Process Design of HRD MethodsPrakash Dhakal, MBA - Human Resource Management Dec – 2011
  14. 14. Features Process Design Methods of HRD  Decision Making Skill Development Method  In Basket  Business Games  Case Study  Interpersonal Skill Development Method  Job Knowledge Increment Method  Organizational Knowledge Development Method  General Knowledge Development Method  Specific Individual Need  Other Off-the job method of Developing ManagersPrakash Dhakal, MBA - Human Resource Management Dec – 2011
  15. 15. Features Process Design Methods of HRD  Decision Making Skill Development Method  Interpersonal Skill Development Method  Role Play  Sensitivity Training  Behavioral Modeling GO >  Job Knowledge Increment Method  Organizational Knowledge Development Method  General Knowledge Development Method  Specific Individual Need  Other Off-the job method of Developing ManagersPrakash Dhakal, MBA - Human Resource Management Dec – 2011
  16. 16. Features Process Design Methods of HRD  Decision Making Skill Development Method  Interpersonal Skill Development Method  Job Knowledge Increment Method  On the job experiences  Coaching and Understudy  Action Learning  Organizational Knowledge Development Method  General Knowledge Development Method  Specific Individual Need  Other Off-the job method of Developing ManagersPrakash Dhakal, MBA - Human Resource Management Dec – 2011
  17. 17. Features Process Design Methods of HRD  Decision Making Skill Development Method  Interpersonal Skill Development Method  Job Knowledge Increment Method  Organizational Knowledge Development Method  Job Rotation Method  Multi Task Management  General Knowledge Development Method  Specific Individual Need  Other Off-the job method of Developing ManagersPrakash Dhakal, MBA - Human Resource Management Dec – 2011
  18. 18. Features Process Design Methods of HRD  Decision Making Skill Development Method  Interpersonal Skill Development Method  Job Knowledge Increment Method  Organizational Knowledge Development Method  General Knowledge Development Method  Special Courses  Meeting  Reading (Learning)  Specific Individual Need  Other Off-the job method of Developing ManagersPrakash Dhakal, MBA - Human Resource Management Dec – 2011
  19. 19. Features Process Design Methods of HRD  Decision Making Skill Development Method  Interpersonal Skill Development Method  Job Knowledge Increment Method  Organizational Knowledge Development Method  General Knowledge Development Method  Specific Individual Need  Special Projects  Committee Assignments GO >  Other Off-the job method of Developing ManagersPrakash Dhakal, MBA - Human Resource Management Dec – 2011
  20. 20. Features Process Design Methods of HRD  Decision Making Skill Development Method  Interpersonal Skill Development Method  Job Knowledge Increment Method  Organizational Knowledge Development Method  General Knowledge Development Method  Specific Individual Need  Other Off-the job method of Developing Managers  Conferences and Seminars  Lectures and Programmed Instructions GO >  Group Discussion and Role Playing  Executives Coaches and RESEARCHPrakash Dhakal, MBA - Human Resource Management Dec – 2011
  21. 21. Development for Succession Planning  Succession Planning is a process through which senior level openings are planned for and eventually filled Succession Planning Involves: 1. Anticipate Management Needs (based on strategic factors liked planned expansion) 2. Review the Firms Management Skills ( Education, Career Experiences, Performance Appraisals and career performances …) 3. Create Replacement Chart (Summarize Potential Candidates and each persons’ development needs for future division …)Prakash Dhakal, MBA - Human Resource Management Dec – 2011
  22. 22. Development for Managing Organizational Change Organizational Change is one of the major issue of the HR managers and even more difficult to adopt change Faced with the situation like Strategy, Culture, Structure, Technology, Attitude and Skills of the employees So, Organization should make their employee ready to change. Employee development is very important for this very emerging purpose, so that employee themselves can formulate and cope with change.Prakash Dhakal, MBA - Human Resource Management Dec – 2011
  23. 23. Class Discussion Topics New Employee Training and Development - Is It Worth the Investment? The Challenges of Employee Development Personnel Vs. Personal Development IT and Employee DevelopmentPrakash Dhakal, MBA - Human Resource Management Dec – 2011
  24. 24. Video: Employee Development IIPrakash Dhakal, MBA - Human Resource Management Dec – 2011
  25. 25. The 4-Step Employee Development Plan Prepare Monitor Provide Create the Progress Opportunity Confidence Employee To get the employee thinking about their own development and the areas where development can occur, Organization should ask employees about: - Performance and the skills of the employee required for the job. - What major accomplishments have you achieved since your last performance appraisal? - In what ways, can your supervisor and/or the organization help you to do a better job? - What changes would you like to see in your current job? - What are your job goals for this next year? - Where do you see yourself in five years?Prakash Dhakal, MBA - Human Resource Management Dec – 2011
  26. 26. The 4-Step Employee Development Plan Prepare Monitor Provide Create Employee Opportunity Confidence Progress Observe how the employee is doing. Schedule to meet regularly to discuss how things are going. Ask questions; review any quantity and quality measures that are relevant. Give ongoing feedback on what the individual is doing well and what they need to be doing differently. Feedback is critical to the success of the developmental process. If you do not follow up with them, you are essentially telling the employee the developmental process is not all that important to you.Prakash Dhakal, MBA - Human Resource Management Dec – 2011
  27. 27. The 4-Step Employee Development Plan Provide Prepare Monitor Create Employee Progress Opportunit Confidence y Training ( looking at the employee’s performance with the specific job tasks. Peer Coaching (Employees coach other individuals on their jobs) Job Design Changes (to know how the job might be redesigned to enhance proficiency ) Representing the Department (for meetings and seminars …) Delegate Special Projects (make certain the project challenges to the employees – for motivating and developing ) Assist the Boss (to exposed new business perspective) Dec – 2011Prakash Dhakal, MBA - Human Resource Management
  28. 28. The 4-Step Employee Development Plan Create Prepare Monitor Provide Employee Progress Opportunity Confidenc e Give the employee the encouragement and support needed to feel confident in their ability to succeed. When things do not go as well as planned, focus on what went right (think positively). You are asking the person to go beyond their current level, take it one step at a time. Sometimes take smaller steps to ensure a successful outcome.Prakash Dhakal, MBA - Human Resource Management Dec – 2011
  29. 29. Trends on HR Development Competency-Oriented HR Development Formalizing competencies as a bridge between human resource development, competence and knowledge management as well as technology-enhanced learning. Information Technology and HR Development Global HR DevelopmentPrakash Dhakal, MBA - Human Resource Management Dec – 2011
  30. 30. The Fact: The ultimate success in developing the employee depends on the employee themselves. However, the success of the developmental process depends on the manager and organizational plan.Prakash Dhakal, MBA - Human Resource Management Dec – 2011
  31. 31. References:Gary Dessler and Biju Varkkey – Human Resource Management – training and developingemployees (pg 295 to 331)Bharatiar University, School of Distance Education – Human Resource Management (pg 87 to 114)Web Sources:http://humanresources.about.com/od/trainingtrends/a/training_trends.htmhttp://management.about.com/cs/people/a/NEO112597.htmhttp://www.wikipedia.orghttp://www.google.com

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