Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Humres infosheet2


Published on

Published in: Business, Technology
  • Be the first to comment

  • Be the first to like this

Humres infosheet2

  1. 1. INTRODUCTION TO HUMAN RESOURCE DEVELOPMENT Werner & DeSimone (2006) 1 Chapter 1
  2. 2. PRIMARY FUNCTIONS OF HRM Human resource planning  Equal employment opportunity  Staffing (recruitment and selection)  Compensation and benefits  Employee and labor relations  Health, safety, and security  Human resource development  Werner & DeSimone (2006) 2
  3. 3. SECONDARY HRM FUNCTIONS Organization Werner & DeSimone (2006) and job design Performance management/ performance appraisal systems Research and information systems 3
  4. 4. LIMITS OF AUTHORITY HRM & HRD units have staff authority (Overhead function)  Line authority takes precedence  Scope of authority – how far (how much) can you authorize?  Werner & DeSimone (2006) 4
  5. 5. HRD FUNCTIONS  Training Werner & DeSimone (2006) and development (T&D)  Organizational development  Career development 5
  6. 6. TRAINING AND DEVELOPMENT (T&D) – improving the knowledge, skills and attitudes of employees for the shortterm, particular to a specific job or task – e.g.,  Training Werner & DeSimone (2006) Employee orientation  Skills & technical training  Coaching  Counseling  6
  7. 7. TRAINING AND DEVELOPMENT (T&D) – preparing for future responsibilities, while increasing the capacity to perform at a current job  Development Werner & DeSimone (2006) Management training  Supervisor development  7
  8. 8. ORGANIZATIONAL DEVELOPMENT  The Werner & DeSimone (2006) process of improving an organization’s effectiveness and member’s well-being through the application of behavioral science concepts  Focuses on both macro- and micro-levels  HRD plays the role of a change agent 8
  9. 9. CAREER DEVELOPMENT  Ongoing  Career planning  Werner & DeSimone (2006) process by which individuals progress through series of changes until they achieve their personal level of maximum achievement. Career management 9
  10. 10. THE HUMAN RESOURCE WHEEL HRD Training and Development HR Resrch & Information Systems Labor Relations Organizational Development Career Development Human Resource Wheel Employee Assistance Compensation/ Benefits Organization/ Job Design Human Resource Planning Selection and Staffing Performance Management Systems HRD Related Areas
  11. 11. HRD is the integrated use of training and development, organization development, and career development, to improve individual, group and organizational effectiveness. Those three areas use development as their primary process.
  12. 12. CRITICAL HRD ISSUES Strategic management and HRD  The supervisor’s role in HRD  Organizational structure of HRD  Werner & DeSimone (2006) 12
  13. 13. STRATEGIC MANAGEMENT & HRD Strategic management aims to ensure organizational effectiveness for the foreseeable future – e.g., maximizing profits in the next 3 to 5 years  HRD aims to get managers and workers ready for new products, procedures, and materials  Werner & DeSimone (2006) 13
  14. 14. SUPERVISOR’S ROLE IN HRD Implements HRD programs and procedures  On-the-job training (OJT)  Coaching/mentoring/counseling  Career and employee development  A “front-line participant” in HRD  Werner & DeSimone (2006) 14
  15. 15. SUMMARY HRD is too important to be left to amateurs  HRD should be a revenue producer, not a revenue user  HRD should be a central part of company  You need to be able to talk MONEY  Werner & DeSimone (2006) 15
  16. 16. GROUP WORK    Identify an organization with at least 7 employees, which you feel does not have an existing HRD. Examples: Internet shop, Minirestaurants, Photocopy centers, Convenient stores Interview employees/employer. Enumerate common feelings of employees (rate satisfaction on the job, and factors which affect job satisfaction) List responses and from the point of view of a Human Resource Analyst, discuss the responses with you groupmates and submit an essay of your case study by using the following format: (short bondpaper, 1.5 line spacing, Font Arial 12) Introduction  Problems encountered  Possible causes to problems encountered  Recommended solutions to problems   Spelling and grammar is important. Your grade will be lowered if your English is poor. Write complete sentences and paragraphs.