HELPFUL FOR THE BSBA STUDENTS...WHO HAVE A HRM SUBJECT...

1. Individual Development

2. Introduction
Individual Development
focuses on the importance of personal growth and
development through learning programs or training
activities, to be able to develop knowledge, skills and
appropriate behaviours for current jobs.

3. Objectives
* Develop an insight and understanding regarding human
resource development.
* Identify and describe the process or phases needed in the
individual development.

4. Definition of Terms
Human Resource Development (HRD)
- Organized learning experience in a definite time period
to increase the possibility of improving job performance
growth.
- Defined by Nadler, “Series of organized activities
conducted within a specified time and designed to
produce behavioural change.”

5. - Set of systematic and planned activities designed by an
organization to provide its members the opportunities to learn
necessary skills to meet current and future jobs.

6. Training
- Providing an employee with skills that can be used immediately in
the job.
- Providing employees the knowledge and skills needed to do a
particular task or job.
- Learning process that involves the acquisition of skills, concepts,
rules or attitude to enhance employee performance.

7. Development
- Providing an employee with knowledge that may be used
today or at some time in the future.
- Longer term focus on preparing for future work
responsibilities while also increasing the capabilities of
employees to perform their current jobs.

8. Learning
- The acquisition and development of memories and
behaviors, including skills, knowledge, understanding,
values and wisdom. It is the goal of education and the
product of experience.

9. Human Resource Development
Philosophy
First principle,
human beings have the capacity for growth.
Second principle,
Every individual has a unique value.

10. Third principle,
An employee’s interest and organizational objectives can be
integrated.
Fourth principle,
Human resource development and manpower training are
investments that will yield a considerable return.

11. Objective and Purpose of
Human Resource Development –
Individual Development
Companies engage in human resource development and manpower
training for three reasons:

12. 1. To prepare for positions left vacant, thus providing continuity for
the smooth operation of the company;
2. To prepare employees to perform newly created duties and
responsibilities brought about by changes in an organization’s
objectives, structure, laws, policies and new technology; and,
3. To improve the ability employees to perform present or future
duties more effectively.

13. The ultimate objective of human resources development is to achieve
organizational effectiveness. Thus, development and manpower training
are closely related to organizational development (OD).
The purpose of individual development is to increase employees
knowledge, skills and competence or to improve behaviors in current jobs
while at the same time addressing the immediate need of the
organization as well as the employee.

14. Characteristics of a Human Resource
Development
In order to ensure a successful program, the company’s
human resource development effort must be:
a. A planned, organized and systematized undertaking. It is
not a disjointed series of activities or haphazard, crisis
action/ reaction trial-and –error approach.
b. An organize-wide undertaking. This means that the
strategies and content of any HRD program/ activity must
reflect and be within the context of the company’s social ,
behavioral, functional and technical systems and
environment.
c. Managed and supported from the top by the president,
executives, managers, and supervisors who are
committed to change being sought via HRD efforts.

15. Benefits of Human Resource
Development
1. Training helps employees to learn their jobs quickly;
economically and effectively thus there is reduction in work errors.
2. The standard of work required by the company is more likely
to be achieved an maintained if employees are well trained and
that labor turn over among new staff can be reduced.
3. A greater volume of work can be expected from a trained staff
because they work more rapidly and they make fewer mistakes
thereby reduction in time required in completing a task; reduction
of costs of extra materials and supplies due to excess waste and
defective products; reduction of supervisory burden, among
others.
4. Employees are less likely to become frustrated and leave if
opportunities for further training and development are available
within the company.

16. Cost of Investing in Human Resource
Development
The true cost of human
resource development and
manpower training to a
company is not the financial
incurred- that is the money
costs- but the opportunity
cost involved.