The leading ideas of HRD

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The Leading Ideas, Role of HRD, HRD as Business Partner, e-Learning, Integration of IT and HR

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The leading ideas of HRD

  1. 1. The Leading IDEAS onHuman Resource DevelopmentPresented By: Prakash Dhakal, MBA in HRM - IBMS College - 2012
  2. 2. Objectives of the PresentationTo understand the Leading Ideas and its practice on HRDTo Learn the core concept about the IT integration, HRDpractice and e-learning. THE LEADING IDEAS - Human Resource Development (HRD)
  3. 3. Outlines The Leading IDEAS on HRD The ROLE of HRD HRD as Business Partner HR for Sustainable business development E-Learning Concept Integration of IT and HR THE LEADING IDEAS - Human Resource Development (HRD)
  4. 4. The Leading IDEASTo gain the responses from experienced HRD practitioners, experts, andHRM and Line People; different LEADING IDEAS were created and includedin the questionnaire. Total 34 Ideas were created for the 40 respondent.They were asked to put PLUS symbol against up to FIVE of thosefrom 34 that seems to them must valuable for HRD practitioners andother to follow in future. and similarly FIVE for MINUS symbol thatthey saw as counter-Productive or unhelpful or representing the pastrather then the future.These IDEAS were ranked according to the voting from respondent as they sawitems, that can lead and impel the HR Development Process in the next decade. THE LEADING IDEAS - Human Resource Development (HRD)
  5. 5. The Top 10 Leading IDEAS VOTES Rank The Leading IDEAS+13 -1 = 12 1. Talent Management and Leadership and Development+12 -1 = 11 2. Linking Development to the organization’s Strategy+13 -3 = 10 3. Developing the Diverse Workforce+11 -1 = 10 4. Individual Development: Coaching and Mentoring+11 -3 = 08 5. HRD as a Business Partner >> GO+10 -4 = 06 6. e-Learning and Integration of IT & HR; Blended Learning >> GO+07 -1 = 06 7. Knowledge Management/Communities of Practice+07 -1 = 06 8. Visionary and Transforming Leadership+08 -3 = 05 9. Improved Communication and Briefing+06 -1 = 05 10. Development for all: Continuous Professional Development THE LEADING IDEAS - Human Resource Development (HRD)
  6. 6. The Leading IDEASThe leading Ideas helps to orient and focus thinking and action inthe organization.Shapes the direction of the use of HRD and gives an account ofhow we came by the current crop of leading ideas, and thestrength and disadvantage of each.Also this gives us an opportunity to test our own ideas and tocome up with the practice of HRD.Since 1960 (from the beginning history of HRD development) there have beensome strong leading ideas that have Influenced HRD Practice in excellentorganizations at different periods. THE LEADING IDEAS - Human Resource Development (HRD)
  7. 7. The Time-Bounded Nature of Leading IDEAS1964 – 1970 : Systematic Approach to diagnosed Training1968 – 1975 : Standardalization of Training for Job Categories by Industry1970 – 1975 : Systematic Planning of Training for all types of Employees1974 – 1980 : Company contribution to Training for Young People. (For the long term performance and the national need)1979 – 1990 : Business Oriented Training (To Improve Organizational Effectiveness)1988 – 1998 : Personal Development with Individual Plan (Performance Appraisal, Evaluation … Succession Plan etc)1998 – Present : Integration of Individual and Organizational Development Strategies and Outcomes.* These are the Leading Ideas that are Developed according to the time span and need of the organization THE LEADING IDEAS - Human Resource Development (HRD)
  8. 8. HR for Stainable Business Development Play Video ◄ II ► >> Source of Video : www.youtube.com THE LEADING IDEAS - Human Resource Development (HRD)
  9. 9. e-Learning and Integration of IT HRD as Business Partner and HR; Blended learning HRD is more focus on employee Education, Training & Development, and Organizational learning. This can be implemented if Human resources developers properly execute these following Roles: Strategic Partner Administrative Expert Employee Champion Change Agent The Chartered Institute of Personnel and Development (CIPD) uses the phrases “Business Partner” as a center board of its professional development program. Business Partner must add value to the organization and collaborate in supporting the goals and projects of others. Also HRD Specialists needs to converge with the language of business leaders.<< BACK THE LEADING IDEAS - Human Resource Development (HRD)
  10. 10. e-Learning and Integration of IT HRD as Business Partner and HR; Blended learning HRD is more focus on employee Education, Training & Development, and Organizational learning. This can be implemented if Human resources developers properly execute these following Roles: Strategic Partner Administrative Expert Employee Champion Change Agent Modern HRD professionals also need to have business sharpness and to be able to speak the language of business /finance (and build business cases). They need to be skilled and powerful problem solvers, capable of providing an objective, opinions on any situation where the business area needs assistance.<< BACK THE LEADING IDEAS - Human Resource Development (HRD)
  11. 11. e-Learning and Integration of IT HRD as Business Partner and HR; Blended learning Administrative Employee Strategic Partner Expert Champion Change Agent Organizational Diagnosis (Align HR and Business Strategy) HRD Professionals with learning environment, Training and Development, and Education helps understanding business strategy as a core value of the organization HRD Professionals also have significant understanding of how their organization operates and how the firm generate value. They help provide perspective to business changes and evaluate the business cases for impacts to employees and this helps achieving business objectives.<< BACK THE LEADING IDEAS - Human Resource Development (HRD)
  12. 12. e-Learning and Integration of IT HRD as Business Partner and HR; Blended learning Strategic Employee Partner Administrative Expert Champion Change Agent Re-Engineering Organization Process and Structures This helps on improving the ability to make the decision.<< BACK THE LEADING IDEAS - Human Resource Development (HRD)
  13. 13. e-Learning and Integration of IT HRD as Business Partner and HR; Blended learning Strategic Administrative Partner Expert Employee Champion Change Agent Listening and Responding to the employees (to provides resources to the employees and understanding employees.). This gives the competitive advantage of :- Increasing Employees Engagement with good effort Development of Leadership Skills within Employees Increase in Employee satisfaction, Organization Development with high performance, which helps to achieve organizational goal<< BACK THE LEADING IDEAS - Human Resource Development (HRD)
  14. 14. e-Learning and Integration of IT HRD as Business Partner and HR; Blended learning Strategic Administrative Employee Partner Expert Champion Change Agent Managing Transformation and Change (Ensuring capacity for change) Many Organization fail many times, because people can’t change (they resists change) Successful changes is vital to organizations ability to adopt and compete. Having HR Professionals with good HRD practice can make the change by influencing employees; can make significance difference<< BACK THE LEADING IDEAS - Human Resource Development (HRD)
  15. 15. e-Learning and Integration of IT HRD as Business Partner and HR; blended learning The innovation in Technology gives the Revolution on the E- Learning concept. (Computer, Internet and Web based Learning) "e" should be interpreted to mean exciting, energetic, emotional, enthusiastic, extended, excellent, and educational in addition to "electronic" – Luskin (This broader interpretation now allows for 21st century applications) Now, the organizations are implementing HRIS system. All the activities of HR are technolized (or Computerized) – Save TIME, Create Learning Environment, Secure, gives the better performance which helps organization to exists in this competitive business environment.<< BACK THE LEADING IDEAS - Human Resource Development (HRD)
  16. 16. e-Learning and Integration of IT HRD as Business Partner and HR; blended learning How E-Learning Helps HRD ? E-Learning Self-paced Courses and Discussion Group Virtual Classroom Audio and Video Conferencing Business Chat and Application Sharing Instant Messaging Development and Management Learning Management Systems Learning Content Management Systems Knowledge Management<< BACK THE LEADING IDEAS - Human Resource Development (HRD)
  17. 17. e-Learning and Integration of IT HRD as Business Partner and HR; blended learning Corporate Examples with positive and negative aspects<< BACK VIDEO >> THE LEADING IDEAS - Human Resource Development (HRD)
  18. 18. Thank You !
  19. 19. ReferencesULRICH, D. (1997) Human resource champions: the next agenda for adding valueand delivering results. Boston, MA: Harvard Business School Press.Jennifer Joy-matthews, David megginson, Mark surtees (2004) Human ResourceDevelopment, 3rd edition, Kogan Page.http://www.worldwidelearn.com/elearning-essentials/index.html

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