Human Resource Development Continuous Training Organizational development Career Development Performance Appraisal Organizational Change and Development

1. Human Resource
Development

2. The objective of the course
The objective of the course is to provide an understanding of the
human resources development (HRD) framework and focuses on
management best practices, tools and models to implement an
effective HRD system.
Prof. Mahmoud Touny - Helwan University

3. After successfully completing this course, you should
be able to:
❖ Effectively manage and plan key human resource functions within
organizations.
❖ Examine current issues, trends, practices, and processes in HRD.
❖ Contribute to employee performance management and
organizational effectiveness.
❖ Problem-solve human resource challenges.
❖ Develop employability skills.
Prof. Mahmoud Touny - Helwan University

4. WHO SHOULD ATTEND THIS COURSE?
➢ Human Resource staff at middle to senior management level wishing
to progress.
➢ Senior Managers who wish to refresh and reinforce their knowledge
and skills.
➢ Managers wishing to develop their HR thinking and understanding to
work more effectively with HR specialists.
➢ It will be ideal for candidates who are intending to move into the
highest levels of management and therefore need to refine their
management skills quickly and efficiently.
Prof. Mahmoud Touny - Helwan University

5. HRD - Concept & Definition
➢ Human Resource Development = Human Resource + Development
➢ Human Resource refers to the talents and energies of people who are
available to an organization.
➢ Development refers to a process of active learning from experience,
leading to systematic development of the whole person.
Prof. Mahmoud Touny - Helwan University

6. ➢ Human resource development (HRD) is 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.
➢ HRD is the integrated use of training, organization, and career
development efforts to improve individual, group, and organizational
effectiveness.
HRD - Concept & Definition
Prof. Mahmoud Touny - Helwan University

7. ➢ The concept of HRD was formally introduced by Leonard Nadler in
1969, at a conference organized by the American Society for Training
and Development.
➢ Leonard Nadler defines HRD as “those learning experiences which
are organized for a specific time and designed to bring about the
possibility of behavior change.”
HRD - Concept & Definition
Prof. Mahmoud Touny - Helwan University

8. ➢ According to Leonard Nadler:
❖ Training is a learning activity provided by employers to employees, to help them
perform, their current jobs more efficiently.
❖ Education focuses on learning designed to prepare an individual for a job
different than the one currently held.
❖ and development helps individuals grow to meet the still unknown changes which
will affect organizational growth in the future.
➢ Thus, the Common Activities within HRD are: Training, Education & Development.
HRD - Concept & Definition
Prof. Mahmoud Touny - Helwan University

9. ➢ According to Mohamed Khan, "Human resource development is
the increasing knowledge, capabilities and positive work attitudes
of all people working at all levels in a business”.
➢ Therefore, HRD develops the key competencies that enable
individuals in organizations to perform current and future jobs
through planned learning activities.
HRD - Concept & Definition
Prof. Mahmoud Touny - Helwan University

10. ➢ Human Resource Development is one of the most important
aspects which play a significant role for its employees in any
organization.
➢ It begins as soon as you hire a new employee.
➢ Every Organization now understands the need for HRD, along
with the help of HRM.
Importance of HRD in an Organization
Prof. Mahmoud Touny - Helwan University

11. ➢ The importance of human resource development in the life of the
employees can be divided into the next points:
➢ Continuous Training: When an organization has a HRD plan for its
employees, then the employees are benefited from the opportunity of
continuous learning and training. Continuous learning and training
lead them to be updated with ongoing trends and culture.
Importance of HRD in an Organization
Prof. Mahmoud Touny - Helwan University

12. ➢ Improve Productivity: Ongoing training helps in boosting the
employee's efficiency and productivity. HRD helps them gain more
experience, knowledge, and training.
➢ Contribution to the Organization: Human Resource Development
plan provides continuous training that helps your employees to learn
about their strengths and expertise by which they can contribute to
the Organization's growth.
Importance of HRD in an Organization
Prof. Mahmoud Touny - Helwan University

13. ➢ Develop healthy relationships: Human resource development makes
efforts to develop a positive work environment for a business.
➢ It develops a proper communication network through which superiors
and subordinates are easily able to share their ideas and views with
one another.
➢ Employees are invited to participate in decision making which avoids
any conflicts or disputes thereby creating strong relationships among
all members of the organization.
Importance of HRD in an Organization
Prof. Mahmoud Touny - Helwan University

14. ➢ Motivate members: HRD motivates employees towards their roles by
doing performance appraisal.
➢ Employees are appreciated and rewarded on the basis of their
contributions to the overall productivity of the business.
➢ They are motivated to perform efficiently by providing various
financial and non-financial incentives.
Importance of HRD in an Organization
Prof. Mahmoud Touny - Helwan University

15. Relationship Between Human Resource Management
(HRM) and HRD
➢ HRM is an essential branch of management that
deals with making the optimum usage of
organizational human resources by offering
better work conditions for all concerned.
➢ On the other hand, HRD is a branch of HRM that
focuses on the growth and development of the
workforce in any organization.
Prof. Mahmoud Touny - Helwan University

16. Comparison between HRM & HRD
HRM
HRM refers to the application of
principles of management to manage
the people working in the organization.
Management function.
Objective: To improve the performance
of the employees.
Concerned with people only
HRD
HRD means a continuous development
function that intends to improve the
performance of people working in the
organization.
Subset of Human Resource Management.
Objective: To develop the skills,
knowledge and competency of employees.
Concerned with the development of the
entire organization.
Prof. Mahmoud Touny - Helwan University

17. HRM
HRM Include:
❖ HR Planning
❖ Recruitment & selection
❖ Training
❖ Compensation
❖ Performance management
HRD
HRD Include:
❖ Organizational Development
❖ Career Development
❖ Training and Development
Comparison between HRM & HRD
Prof. Mahmoud Touny - Helwan University

18. Prof. Mahmoud Touny - Helwan University

19. Prof. Mahmoud Touny - Helwan University

20. Prof. Mahmoud Touny - Helwan University

21. Prof. Mahmoud Touny - Helwan University

22. Development
Training
Dimensions
Development of general skills for
trainees.
Transfer of necessary skills to the
current trainees.
Goal
Willingness to accept the
requirements of the new tasks.
Focus for current job tasks.
Focus
On the Future performance.
On the current performance.
Influence
Long term: to enrich employee
Skills and a variety of tasks to
address variables.
Short term: to focus on specific
deficiencies.
time
Dedicated to management levels as
a whole.
Allocated to employees in
administrative levels as a whole.
level
Depends on personal ambition.
Depends on the shortage or lack of
skills.
Requirements
Prof. Mahmoud Touny - Helwan University

23. FUNCTIONS OF HRD
1) Training and Development: HRD aims at improving the
skills, abilities, and knowledge of people at work by
training and educating them.
As soon as a person joins an organization, several
activities like orientation, skill training, counselling and
coaching start.
Prof. Mahmoud Touny - Helwan University

24. 2) Career Development: Career planning and development is another
important function of human resource development. It is a
continuous process whereby the individual improves and develops
his skills. Career development comprises of two processes: career
planning and career management.
Career planning means the activities that employees need to perform.
Whereas, career management means steps that employees need to
follow to achieve the plans.
FUNCTIONS OF HRD
Prof. Mahmoud Touny - Helwan University

25. 3) Performance Appraisal: The human resource development
concept aims at providing rewards and promotions to
employees on the basis of their performance.
It keeps a check on the performance of employees to ensure
that it is at an acceptable level.
FUNCTIONS OF HRD
Prof. Mahmoud Touny - Helwan University

26. 4) Employee’s Participation in Management: Participation of
people working in organization in decision-making is a
must for better understanding and exchange of ideas.
HRD managers work on encouraging employees to
participate in organizational management. It provides a
platform for mutual learning and development.
FUNCTIONS OF HRD
Prof. Mahmoud Touny - Helwan University

27. 5) Improves the Working Environment: Human resource
development aims at providing a better atmosphere for
people working in an organization.
It ensures that all employees get fair rewards, proper
working hours and various other welfare services.
FUNCTIONS OF HRD
Prof. Mahmoud Touny - Helwan University

28. 6) Organizational Change and Development: Facilitates
organizational change and development as per
requirements.
It diagnoses the process, structure and teamwork of
organizations from time to time and accordingly designs
all training and development programs.
FUNCTIONS OF HRD
Prof. Mahmoud Touny - Helwan University