Training and Organization Developlemt Division

Strategies of Learning and OD (HR Development)

HRM/ HRD
HRM deals with the day to day operations of the human resources department.
bus. law, compensation, employee relations, benefits, and medical etc.
HRD : Human Resource Development deals with the training and the developmental aspect of employees.
Most HRD curriculum include classes like T & D, organizational dev ., industrial psy.

HRM/ HRD
HRD is more proactive ; it copes with the changing needs of the people as well as anticipate these needs and HRD is function more independent with separate roles to play.
HRD is sub-system of a large system, more organizational oriented and HRD is function more independent with separate roles to play.
HRD is continuous process and HRM is a routine and administrative function.
• HRD is involvement of the entire work force from top to bottom is more and a must in most of the cases and HRM is basically the responsibilities of the HR department.

Workscope
HRD = Developmental
HR = Operational
Job Scope

HRD Nine Strategies Focus on Performance Solution Align to Corporate Objectives Broadening Learning Activities Building Employee Branding Invest in Strategic Learning Leverage on our intellectual capital Partnership with Different Business Unit Cultivate Values and Positive Culture Speed up knowledge transfer

High Performance Model High Performance MODEL Learning Teaching Collaboration

Organization Development
Specialist – Succession Planning
Performance Consultant
Facilitator
Frontline Employee Developers
Knowledge Management
Nano Learning
Learning Specialist
Organization change thru Lean Manufacturing

Consequences of Attachment
HRM - HR Functions - constraints
COO – Operational Strategies
CEO – Business Strategies

Workscope
HRD = Developmental
HR = Operational
Job Scope

HRD Department Structure HRD Training Administration Human Capital Frontline Employee Technical Skills Development OD Lean

Strategies
1 . Corporate Strategies – Formula 4 + 2
2. Improving operation execution
2. Business Acumen
3. Or g Talent and leadership behaviours
4. Employee Engagement

1 The Evergreen Project 4+2

The Evergreen Project
A careful examination of more than 200 well-established management practices within 160 companies over a 10-year period (1986-1996).
The authors point out that companies which consistently follow this formula of 4 + 2 have a 90% chance of sustaining superior business performance.

Results (10 Years)
Total Return to Shareholders
943% (Winners) vs 62% (losers)
Sales
Operating Income
Return on Invested Capital (%)
+5.45% (Winners) vs -8.52% (losers)

Major 4 Factors
Strategy : devise and maintain a clearly stated, focused strategy.
2. Execution : develop and maintain flawless operational execution.
3. Culture : develop and maintain a performance-oriented culture.
4. Structure : build and maintain a fast, flexible, flat organization.

Minors - 4 Factors
Master two of the four secondary management practices:
(i) Talent : hold on to talented employees and find more.
(ii) Innovation : make industry-transforming innovations.
(iii) Leadership : find leaders who are committed to the business and its people.
(iv) Mergers and acquisitions : seek growth through mergers and partnerships

2 Improving Operational Execution

A Supply Chain Current Consult Chew

B Six Sigma Quality s haron Action L

C Lean V sm One Tool Lean M QPP

D Benchmarking

3 Business Acumen

Business acumen is an understanding of what it takes for a company to make money.
financial literacy
business strategies
Marketing
Operation
supply Chain etc

Cutomize Ex-CEO One L

4 Or g Talent

Analyze Organizational Talent Needs

Building Leadership Behaviors

5 Employee Engagement

29% 62% 19%

WIFI model:
Well-being
Information
Fairness
Involvement
Engagement Culture

Strength based Leadership
Coaching and Mentoring employees
Caring & Appreciation
Create No Fear environment
Leadership Philosophy

Moving Forward

… Thank You

Training and Organization Developlemt Division

by Laurence Yap on Nov 06, 2010

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Training and Organization Developlemt Division — Presentation Transcript

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