Human Resource Development and Career Planning-Training and Development-Lecture Slides, Slides of Training and Development

Download Human Resource Development and Career Planning-Training and Development-Lecture Slides and more Slides Training and Development in PDF only on Docsity! Human Resource Development and Career Planning Human Resource Development: The human competency development has become an essential prerequisite for long run growth and development of the organization which develops the economy of the nation. So, many organizations have step up new departments known as Human Resource Development (HRD) Departments which symbolize the recognition of importance of people’s competency development. Some organizations like service sector and public sector undertakings are taking HRD a synonymous with training. Docsity.com But HRD is not only the training but its overall development of the employees. HRD uses various mechanisms to develop human competencies . In an organizational context, HRD can be derived as a process by which the employees of an organization are helped in a continuous and planned way to: • Acquire to sharpen capabilities required to perform various functions associated with their present or expected future roles. Docsity.com The Need For HRD For successful achievement of organizational objectives the human factor is the most important factor, because it is the living sector among all other factors of production. The human beings or the people in the organization need knowledge, attitudes, values and skills to effective handling of their task. The greater the quality of performance of tasks, the higher level of skills is required in the people. Docsity.com Hence, competent and motivated employees are essential for organizational survival, growth and excellence. The ways in which people can show the effectiveness and improvement are: • Cost Reductions. • Reductions in delays. • Increased customer satisfactions. • Improved quality and promptness of services. • Market image etc. Docsity.com • In order to develop these factors employees’ competencies need to be developed through HRD. If a University wants to do better than before by improving its nature of courses offered and the quality of teaching, it has to undertake a faculty development programme. If it decides to improve the quality of administration, HRD activities may need to be undertaken to equip the administration with better competencies. When a hospital wants to improve its services the hospital may need to undertake an organizational development. Docsity.com An HRD oriented performance appraisal is used as a mechanism for supervisors to: • Understand the difficulties of their subordinates and try to remove these difficulties. • Understand the strengths and weakness of their subordinates and help the subordinates to realize these. • Help the subordinates to become aware of their positive contributions. • Help subordinates to acquire new capabilities. • Encourage subordinates to accept more responsibilities and challenges. Docsity.com • Plan for effective utilization of the talents of subordinates. In HRD organizations, every supervisor has the responsibility to ensure the development of his subordinates in relation to the capabilities required to performance their jobs effectively. Generally, the supervisor schedules individuals meetings with each employee to discuss the employee’s performance, communicate the performance areas that need attention and jointly establish areas to be worked on or goals to be achieved by the next scheduled discussion. Docsity.com Potential Appraisal and development: In organizations that subscribe to HRD, the potential (career-enhancement possibilities) of every employee is assessed periodically. Such assessment is used for development planning as well as for placement. It is assumed under this system that the company is growing continuously. It may be expanding in scale, diversifying its operations, introducing technological changes, or entering new markets. A dynamic and growing organization needs to review its structure and systems; creating new roles and assigning new responsibilities must continuously be developed among employees. The identification of employee potential to ensure the availability of people to do different jobs helps to motivate employees in addition to serving organizational needs. Docsity.com Training: Training is linked with performance appraisal and career development. Employees generally are trained on the job or through special in-house training programmes. For some employees (including managers) outside training may be utilized to enhance, update or develop specific skills. This is especially valuable if the outside training can provide expertise, equipment, or sharing or experiences that are not available within the organization. Docsity.com Organization Development: This function includes research to ascertain the psychological health of the organization. This is generally accomplished by means of periodic employee surveys. Efforts are made to improve organizational health through various means in order to maintain a psychological climate that is conducive to productivity. Docsity.com Rewards: Rewarding employee performance and behavior is an important part of HRD. Appropriate rewards not only recognize and motivate employees, but also communicate the organization’s values to the employees. In HRD systems, innovations and use of capabilities are rewarded in order to encourage the acquisition and application of positive attitude and skills. Typically rewards include certificates of appreciation, newsletter, announcements and increase in salary, bonus, special privileges and desired training. Docsity.com Human Resource Information: All appropriate information about employees should be stored in a central human resources data bank ( usually by means of computer). Thus includes all basic information about each employee, training programmes attended, performance records, potential appraisals, accomplishments, etc. this data is utilized whenever there is a need to identify employees for consideration for special projects, additional training or higher level jobs. Docsity.com HRD at Macro and Micro level Macro Level: At the macro level HRD is concerned with the development of people for the nation’s well being. It takes health, capabilities, skills, attitudes of people which are more useful to the development of the nation as a whole. Micro Level: HRD has concerns for grass-root development in the organizations. It is small wonder, HRD is well received by companies managements as they realized its importance and foresee its future contribution for the individual and organizational development. Generally, HRD at micro level talks of the organizations manpower planning, selection, training, performance appraisal, development, potential appraisal, compensation, organizational development etc. Docsity.com The Concept of Career The word ‘Career’ means moving upward in one’s chosen life of work making more money: having more responsibility, achieving more status, prestige and power. Career can be defined as a person's pre-decided succession of position and performance associated with occupational planning of work activities over the age of the person’s vocation. So a career may also be understood as a sequence of separate but related work activities that provide continuity, order and meaning to a personnel’s life. Docsity.com Manpower planning provided higher management the date on what by way of human resources is immediately available within the organization if certain conditions change such as expression of the existing plant, a technological innovation, a new plant construction, a new branch opening, a new line of production, etc. career planning gives only a picture of the succession plan and of potentials for the development of the persons already in position for the future manpower needs caused by retirements and other casualties, and future developments. Docsity.com • An inventory of manpower resources. • Manpower needs in terms of number, types, skills, levels and time dimensions. • Changes in functions and activities for two, five or ten years hence, if not for a long period. • Nature and extent of behavioural changes required to meet manpower needs. • Availability of human resources within and without the organization, training opportunities, training resources and training times. Docsity.com Career Planning and Succession Planning These two expressions are not synonymous, but they are similar succession planning is generally required for higher level executives, while career planning covers executives at all levels including highly skilled employees and operatives. Both have the same requirements and implications as management development programmes for the executives. Generally, career planning in an organization means that it has a succession plan for the higher level executives. Docsity.com 4. Reducing employee turnover and absenteeism, and thus having a more stable and satisfied workforce. 5. Increasing utilization of managerial reserves available at all level within the organization. 6. Improvement of morale and motivation of employees by matching their individual abilities and needs to the demand and reward of the job ensuring them adequate opportunities for promotion and growth in the organization. 7. Overall achievement of organizational development, higher productivity and fulfillment of corporate objectives. Docsity.com Career Development Activities • Assisting employees in assessing their own internal career needs. • Developing and publishing available career opportunities in the organization. • Aligning employee needs and abilities with career opportunities. A. Internal Career Assessment: Since a person’s career is a highly personal and extremely important element of life, each person is to make his or her decision-,making process by providing as much information as possible to the employee showing what type of work would suit him the most, considering his interest, skill aptitude, and performance in the work that he is ready doing. For rendering such help some big organizations provide formal assessment centre/ workshops where small groups of employees are subjected to psychological testing, simulation exercises and depth interviewing. Docsity.com B. Career Opportunities: Knowing that employees have definite career needs, they naturally follow the obligation of specifically charting career paths through the organization and of informing the employees. C. Employee’s Need and Opportunities: when employees have assessed their needs and have become aware of organizational career opportunities, the remaining problem is one of alignment. For aligning or matching the career needs of employees to opportunities offered by the organisation, special training and development techniques such as special assignment, planned position rotation, and supervisory coaching, are used. Docsity.com • Political intervention, favoritism and nepotism in promotion and reservation of seats for backward classes and scheduled castes may make it difficult to have systematic, career planning. • Other constrains or obstacles that may hamper planning are practical problems of maintaining a balance between the promoters and recruiters and the absence of integrated personnel policy and plans which are quite common in enterprises. Docsity.com Career Development Career development includes any and all activities that prepare a person for progression along a designated career path. Thus career development may involve both formal and informal means. Career development programmes may be conducted in-house or by outside sources, such as professional organizations or colleges and universities. Docsity.com Career Development In Organization There are many valid humanistic and business oriented reasons for organizations investing resources into career development. Ideally, a properly conceived and executed programme of career development serves the good of individuals, the organization, and society. Here are a number of purposes and potential benefits of effectively conducted career development. Docsity.com Career Development Programme When an organization understands the importance of career development, it typically offers numerous opportunities to employees. These opportunities can involve simply a tuition reimbursement programme or a detailed counseling service for developing individual career path plans. • Regularly offered • Open for all employees • Modified when evaluation indicates that change is necessary Docsity.com Career Stages and Their Task and Emotional Needs State Task Needs Emotional Needs Trial Establishment and / or advancement Varied job activities self exploration Job challenge Make preliminary job choice setting down Deal with revelry and competition: face failures Deal with work-family complicates Support Autonomy Mid Career Technical updating Development skills in training and coaching others (younger employees) Rotation into new job Requiring men skills Develop broader view of work and own role in organization Express feelings about mid life Reorganize thinking about self in relation to work, family and community Reduce self-indulgence and competitiveness Late Career Plan for retirement Shift from power role to One of consolation and Guidance Identify and develop Successors Begin activities outside The organizations. Support and counseling To see one’s work as a Platform for others. Develop sense of identity in extra organizational activities. Docsity.com Career Development Programmes • Career Counseling • Career Pathing • Human Resources • Career Information Systems • Management for supervisory Development • Training • Special groups Docsity.com