This document discusses several approaches to human resource development (HRD). It defines HRD as activities designed by organizations to provide members with necessary skills. Six main approaches are described: 1) The strategic HR framework links HRD practices to building capabilities to achieve goals. 2) The integrative framework examines how HRD contributes to performance through capabilities, satisfaction, and customers. 3) The human capital appraisal approach involves five stages of managing capital in five areas. 4) The People Capability Maturity Model provides guidance to improve software development capabilities through maturity levels. 5) The integrated systems approach views strategy as the starting point and aims for synergy across HRD functions. 6) The HRD scorecard approach links HRD interventions to
the slide describes the various approaches of human resource development such as human capital appraisal approach, integrated system approach, integrated framework approach, etc.
Interventions are necessary for an organization to apply for effectiveness in functioning of an organization. this presentation is about part of interventions known as structural intervention.
the slide describes the various approaches of human resource development such as human capital appraisal approach, integrated system approach, integrated framework approach, etc.
Interventions are necessary for an organization to apply for effectiveness in functioning of an organization. this presentation is about part of interventions known as structural intervention.
Strategic Human Resource Management (SHRM) - MBA 423 Human Resources Manageme...Stuart Gow
Chapter Review/ Discussion Questions (CRQs) – 10% marks
At the end of each chapter of the text book, there are chapter review questions (CRQs) which are meant to review and test the student’s understanding of the chapter. The facilitator will chose and then allocate the CRQs to each group during week 2 for class presentations in weeks 3 to 7. Some of these questions are being recommended by Stone as possible essay questions which are frequently asked in examinations throughout the world. The time for each presentation may vary from 10 to 20 minutes followed by class discussions. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. No written report is required for CRQs. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the MBA 423 Human Resource Management GSB, FBE, USP facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the CRQ presentations is provided in the blank evaluation form.
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
hai its my first upload to this website please analyse and give me suggestions for any improvements beacuse i am an MBA student i want to learn something more
Presentation held by Mr. Tamar Jinchveladze, Head of the Human Resources Department at the Ministry of Justice of Georgia, within the Regional Workshop on Georgia's anti-corruption and public service delivery reforms (22-24 September 2011).
Strategic Human Resource Management (SHRM) - MBA 423 Human Resources Manageme...Stuart Gow
Chapter Review/ Discussion Questions (CRQs) – 10% marks
At the end of each chapter of the text book, there are chapter review questions (CRQs) which are meant to review and test the student’s understanding of the chapter. The facilitator will chose and then allocate the CRQs to each group during week 2 for class presentations in weeks 3 to 7. Some of these questions are being recommended by Stone as possible essay questions which are frequently asked in examinations throughout the world. The time for each presentation may vary from 10 to 20 minutes followed by class discussions. The group’s power-point presentations, both soft and hard copies, must be submitted to the course facilitator on or before the presentation. No written report is required for CRQs. The class and the facilitator will evaluate each group’s presentation. A blank evaluation form will be made available in class and posted in Moodle. However, the MBA 423 Human Resource Management GSB, FBE, USP facilitator has the final say in terms of the final marks to be allocated to each group. The criterias to be used as a guide for evaluating the CRQ presentations is provided in the blank evaluation form.
MBA 423 Human Resources Management (Elective Course)
The effective management of people has an important bearing on organisational success. The importance of personnel policies and procedures has created opportunity for managers and administrators with expertise in this field. The course provides conceptual and practical skills in areas such as the strategic aspects of human resource management, manpower planning, recruitment and selection, performance appraisal, training and development, salary administration and employee benefits. Industrial relations in the context of the South Pacific region is an important theme.
http://www.usp.ac.fj/index.php?id=mba423
Students:
Stuart Gow
Amrish Narayan
Chaminda Wanninayake
Graduate School of Business
Faculty of Business and Economics
University of the South Pacific,
Private Bag, Laucala Campus,
Suva, Fiji.
Tel: (679) 323 1391/323 1392
Fax: (679) 323 1397
hai its my first upload to this website please analyse and give me suggestions for any improvements beacuse i am an MBA student i want to learn something more
Presentation held by Mr. Tamar Jinchveladze, Head of the Human Resources Department at the Ministry of Justice of Georgia, within the Regional Workshop on Georgia's anti-corruption and public service delivery reforms (22-24 September 2011).
Abstract:Organizations need to evaluate their employees in a timely manner to
determine the lack of rightwardness in the employees’ effort. By doing so an
organization can reward its employees by giving promotion and other pecuniary and
non-pecuniary benefits. On the contrary, it can punish its employees depending on
some strict performance measuring criteria. This study tries to compare the
performance appraisal system of a local bank with that of a multinational bank.
Both banks are using quantitative and qualitative performance appraisal criteria.
Although objective factors do matter, judgmental approach is widely used by both
banks in their performance evaluation system. Immediate boss plays a significant
role in deciding the fate of the appraisee. It has been seen that though there exists a
good performance appraisal system inboth cases, good amount of training and
counseling still necessary for both the appraiser and the appraisee.
1. Introduction
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Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
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Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
2. HUMAN RESOURCE DEVELOPMENT
A set of systematic and planned activities designed by
an organization to provide its members with the
necessary skills to meet current and future job
demands
Harbison and Myers have defined HRD as the process
of increasing the knowledge, skills and capabilities of
all the people in a country.
3. APPROACHES TO HRD
Strategic HR framework approach
Integrative framework
Human capital appraisal approach
PCMM approach
Integrated system approach
HRD score card approach
4. Strategic HR framework approach
Propounded by Ulrich and Lake (1990)
Business strategy, organizational capabilities and HRD
practices are the main elements in this approach
Aims to leverage HRD practices to build critical
organizational capabilities that enable organization to
achieve its goals
Framework offers specific tools and path to identify
how an organization leverage its HR practices
5. Integrative framework approach
Propounded by Yeung and Berman (1997)
Identified 3 paths through which HRD practices can
contribute to business performance, they are
Building organizational
capabilities,
Improving employee
satisfaction,
Shaping customer and
6. This approach emphasis on focusing the entire human
resource development system taking into account the
synergies existing among all human resource
development practices
7. Human capital appraisal approach
Propounded by Friedman (1998)
According to him, there are 5 stages in management of
human capital. They are:
Clarification
stage
Assessment
stage
Design stage
Implementation
stage
Monitoring
stage
8. There are 5 areas of human capital management;
Recruitment
Retention &
Retirement
Rewards &
performance
management
career
development,
succession planning
and training
Organizational
structure and
human capital
enablers
9. Stages in managing human capital is examined along
with the areas of human capital management in order
to ensure that each of the area are fit to respective
strategies
10. People Capability Maturity Model
(PCMM)
Curtis and team (1995) developed this approach for
software organizations
Aims to provide guidance on how to improve the
ability of software organizations to attract develop
motivate organize and retain the talent needed to
steadily improve their software development capability
PCMM states that organization improves people
management practice through initial, repeatable,
defined, managed and optimizing levels of maturity
11. Each of maturity level comprises of several Key Process
Areas (KPA) that identify clusters of related work
practices
When performed collectively these Key Process Areas
(KPAs) achieve a set of goals considered important for
enhancing work force capability
12. Integrated Systems approach
It envisaged separate HRD department for effective
designing and implementation of Human Resource
Development Systems
It views strategy as the starting point and focused on
all systems to achieve business goals and employee
satisfaction
It aimed at synergy, phased evolution of HRD function
and includes most of the elements of the Human
Capital approach.
13. HRD Score card Approach
Propounded by Dr T V Rao (1999)
An HR scorecard attempts to provide a link between HR
operations and a company's business targets.
The approach says that human resource development
interventions in order to make right business impact
should be mature in terms of human resource development
systems, competencies, culture and business linkages
Managers use an HR Scorecard to measure the HR
function’s effectives and efficiency in producing employee
behavior which helps in achieving the company’s strategic
goals.