Human Resource and Development

1. Good Morning

2. ADD
COMPANY NAME

3. ADD
COMPANY NAME
Scramble

4. ADDCOMPANY NAME

5. ADDCOMPANY NAME
Somewhere over the rainbow

6. ADDCOMPANY NAME

7. ADDCOMPANY NAME
Think outside the box

8. HUMAN
RESOURCE
DEVELOPMENT

9. CHAPTER 1:
INTRODUCTION OF HUMAN RESOURCES
DEVELOPMENT

12. Types of HRD
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13. Purpose of HRD
The purpose of HRD is to

14. Origin of HRD

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17. Process of HRD
Need
Assesment
01 02
03
Design
Phase
Implementation
Phase
04
04
Evaluation
Phase

18. Roles and
Outputs of
HDR
Professionals
• HR Strategic Advisor
-Strategic planning for training and Education
Outputs
HR Strategic Plans
Strategic plannng education and training programs
2. HR Systems Designer and Developer
-Assists management in organizational HR design
and development
Outputs
-HR program design
-Intervention Startegies
-Implemenetation of HR programs

19. Roles and
Outputs of
HDR
Professionals
3. Organization Change Agent
-Design and implemention of change strategies
Outputs
- More efficient to work teams.
• -Quality Management
• -Intervention Stategies
• -Change Reports
4. Organizational Design Consultant
-Advises on work system design and implementation
of cahange
Outputs
- intervention strategies
-Alternative work designs
-Implementation

20. Roles and
Outputs of
HDR
Professionals
5. Learning program Specialist
-Instructional Designer
-Develops and designs appropriate learning programs
-Prepare materials and training aids
Outputs
- Selection of appropriate methods and techniques
-Actual HRD program itself
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6. Instructor/ facilitators
-Present materials and leads the facilities
structured learning experiences
Outputs
- selection of appropriate methods and techniques
-Actual HRD program itself

21. Roles and
Outputs of
HDR
Professionals
7. Individual Development and Career Counselors
-Assists employees in assessing competencies and goals
Outputs
- Individual assessment session
-Workshop facilitation
-Career guidance
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8. Performance Consultant
-Advises on appropriate interventions to improve
individual and group performance
Outputs
- Intervention Strategies
-Coaching Design
-Implementation

22. Roles and
Outputs of
HDR
Professionals
9. Researcher
-Assesses HRD programs and practices to determine
overall effectiveness
Outputs
- Research Design
-Research Findings and Recommendations
-Reports
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23. Ethics and Integrity Standars
Familiarity
with Ethics
Conflicting
Pressure
with
Organizati
onal
Demands
Informal
Resolution of
Ethical
Violations
04
Improper
Complaints
Addressing
Ethical Issues
Related to AHRD
Journals
Cooperatio
n with
Ethical
Investigati
ons
Addressing
Ethical
Issues
Related to
AHRD
Proceeding
s

24. Integrity
standard
Integrity HRD professionals seek to promote integrity in
their research, teaching, and practice. They are honest,
fair, and respectful of others. In describing or reporting
their qualifications, services, products, fees, research, or
teaching, they do not make statements that are false,
misleading, or deceptive. They strive to be aware of their
own belief systems, values, needs, and limitations and the
effect of these on their work. To the extent feasible, they
attempt to clarify for relevant parties the roles they are
performing and to function appropriately in accordance
with those roles. They avoid potentially conflicting
relationships.