Session 1 - Introduction To HRD

HND in Business
Management
BHRM5202
Human Resource Development
Introduction to HRD
Credit Value: 20
1
UNIT AIM
This unit aims to understand the field of Human

Resource Development. The value of Human
Resource Development, different learning styles,
theories and use of those for planning and
designing training & development of employees
are covered. Demonstration of training event and
learnt training methods, the role of government on
different training initiatives are specifically
explored together with process of Training &
Development
2
UNIT LEARNING OUTCOMES
On successful completion of this unit a learner will:
Understand the significance of Human Resource development in

Today’s business organization development
Understand the different learning theories and learning styles
of employees
Be able to demonstrate the designing & planning of a training
event with training event
Understand the Role of government regarding Human resource
development
3
REFERENCE MATERIALS
Text books
Armstrong M – Armstrong’s Handbook of Human Resource Management
Practice (Kogan Page, 2009) ISBN: 9780749452421
Mankin D – Human Resource Development (OUP Oxford, 2009) ISBN:

9780199283286
Reid M, Barrington H and Brown M – Human Resource Development

(CIPD, 2004) ISBN: 9781843980131
4
Web Sites
www.bized.ac.uk provides business case studies appropriate for educational purposes
www.cipd.co.uk Chartered Institute of Personnel and development website with a range of learning resources
www.dfes.gov.uk Department for Education and Skills
www.dti.gov.uk Department of Trade and Industry
www.guardian.co.uk provides links to news items and report
www.hse.gov.uk Health and Safety Executive
www.iipuk.co.uk Investors in People UK
www.incomesdata.co.uk up-to-date intelligence on employment issues (Incomes Data Services)
www.lsc.gov.uk the Learning and Skills Council
www.learndirect.co.uk UfI learndirect
www.newdeal.gov.uk New Deal
www.nto-nc.org the National Training Organisation National Council
www.peoplemanagement.co.uk bi-monthly journal of the Chartered Institute of Personnel and Development
www.personneltoday.com relevant articles and statistics
www.qca.org.uk The Qualifications and Curriculum Authority
www.trainingjournal.com relevant articles on current training and development topics
ASSESSMENT STRATEGY
Assessment Type Duration/Length of Weighting of Approximate
Assessment Type Assessment Date of
Submission
Coursework Individual 50% End of the term

Report 3000 words
Role Play Group work 50% End of the term

30 Minutes
6
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
RELATIONSHIP BETWEEN HRM AND HRD
Human resource management (HRM) encompasses

many functions
Human resource development (HRD) is just one of the
functions within HRM
8
PRIMARY FUNCTIONS OF HRM
Human resource planning

Staffing (recruitment and selection)
Compensation and benefits
Employee and labor relations
Health, safety and security
Human resource development
WERNER & DESIMONE (2006) 9

HRD FUNCTIONS
Training and development (T&D)

Organizational development
Career development

TRAINING AND DEVELOPMENT (T&D)
Training – improving the knowledge, skills and attitudes of
employees for the short-term, particular to a specific job or task –
e.g.,
 Employee orientation
 Skills & technical training
 Coaching
 Counseling
Development –Development is not primarily skills oriented. Instead it

provides the general knowledge and attitudes, which will be helpful
to employers in higher positions.
e.g.,
 Management training
 Supervisor development
DEFINITION OF
TRAINING &
DEVELOPMENT
Definition of Training & Development
“Training & Development is any attempt to improve current or future
employee performance by increasing an employee’s ability to perform
through learning, usually by changing the employee’s attitude or increasing
his or her skills and knowledge.”
MEANING OF TRAINING & DEVELOPMENT:
The need for Training and Development is determined by the employee’s
performance deficiency, computed as follows.
Training & Development Need = Standard Performance –

Actual Performance
12
ORGANIZATIONAL DEVELOPMENT
HRD plays the role of a change agent

Theory and practice of planned, systematic change in the
attitudes, beliefs, and values of the employees through creation
and reinforcement of long-term training programs.
It starts with a careful organization-wide analysis of the
current situation and of the future requirements, and employs
techniques of behavioral sciences.
Its objective is to enable the organization in adopting-better to
the fast-changing external environment of new markets,
regulations, and technologies
CAREER DEVELOPMENT
Ongoing process by which individuals progress
through series of changes until they achieve their
personal level of maximum achievement.
Career planning
Career management – plans and shapes the
progression of individuals
DEMAND OF HRD ON EMPLOYEES
If there is HRD,
Cooperating with each other
Protecting an organisation against disaster
Contributing ides for organization improvement
Self –education
Creating a favourable environment for
organization
SAMPLE HRD JOBS/ROLES
Executive/Manager
HR Strategic Advisor
HR Systems Designer/Developer
Organization Change Agent
Organization Design Consultant
Learning Program Specialist
Instructor/Facilitator
Individual Development and Career Counselor
Performance Consultant (Coach)
Researcher
HR MANAGER ROLE
Integrates HRD with organizational goals and

strategies
Promotes HRD as a profit enhancer
Establishes as a performance
enhancement/Performance Measurement
HR STRATEGIC ADVISOR ROLE
Consults with corporate strategic thinkers

Helps to articulate goals and strategies (make
clearer)
Develops HR plans
ORGANIZATION CHANGE AGENT
Develops more efficient work teams
Improves quality management
Develops change reports
HR SYSTEMS DESIGNER/DEVELOPER
Assists HR manager in the design and development

of HR systems.

ORGANIZATION DESIGN CONSULTANT
Designs work systems
Develops effective alternative work designs
Implements changed systems

LEARNING PROGRAM SPECIALIST
Identifies needs of learners

Develops and designs learning programs
Prepares learning materials and learning supports
Develops program objectives, lesson plans, and
strategies

INSTRUCTOR/FACILITATOR
Presents learning materials
Selects appropriate instructional methods and
techniques
Delivers instruction

INDIVIDUAL DEVELOPMENT AND CAREER
COUNSELOR
Assists individuals in career planning
Develops individual assessments
Facilitates career workshops
Provides career guidance

PERFORMANCE CONSULTANT (COACH)
Advises line management on appropriate
interventions to improve individual and group
performance
Implements coaching activities
Activity
What are the coaching activities available in the work
place?

RESEARCHER
Assesses HRD practices and programs
Determines HRD program effectiveness
Develops requirements for changing HRD programs
to address current and future problems

CHALLENGES FOR HRD
Changing workforce demographics
Competing in global economy – New technologies,
Need for more skilled and educated workers, Cultural
sensitivity required
Eliminating the skills gap
Need for lifelong learning -Organizations change,
Technologies change, Products change, Processes
change , PEOPLE must change!
ACTIVITY
Analyze the importance of HRD for a selected

organization
THANK YOU

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HND in Business

This unit aims to understand the field of Human

Understand the significance of Human Resource development in

Mankin D – Human Resource Development (OUP Oxford, 2009) ISBN:

Reid M, Barrington H and Brown M – Human Resource Development

Coursework Individual 50% End of the term

Role Play Group work 50% End of the term

A set of systematic and planned activities

Human resource management (HRM) encompasses

Human resource planning

WERNER & DESIMONE (2006) 9

Training and development (T&D)

WERNER & DESIMONE (2006) 10

Development –Development is not primarily skills oriented. Instead it

Training & Development Need = Standard Performance –

HRD plays the role of a change agent

Integrates HRD with organizational goals and

Consults with corporate strategic thinkers

Assists HR manager in the design and development

WERNER & DESIMONE (2006) 20

WERNER & DESIMONE (2006) 21

Identifies needs of learners

WERNER & DESIMONE (2006) 22

WERNER & DESIMONE (2006) 23

WERNER & DESIMONE (2006) 24

WERNER & DESIMONE (2006) 25

WERNER & DESIMONE (2006) 26

Analyze the importance of HRD for a selected

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