Chapter 3

Developing Human Resources

Outline of this Chapter
Concept and importance of developing Human Resource
Development
Employee socialization
Determining training needs
Considerations in design of the training programs-on-the-
job vs. off-the-job training
Developing managers- methods of management and
leadership development
Monitoring; Empowerment; Evaluating training
effectiveness
Concept of Human Resource
Development
Human resource refers to the pool of talent, skills abilities
present in the people of the organization and available to the
organization for the realization of its strategies, goals and
objectives.

Development refers to the methods used and processes
employees for continuously upgrading and equipping the
human capital with the newer and relevant skill and providing
them with a systematic learning experience for the overall
growth of the body, mind and spirit.
Human Resource Development (HRD)
Human resource development is the function
of HRM

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.

Importance of HRD
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 preparing for future responsibilities, while
increasing the capacity to perform at a current job
Management training
Supervisor development
Organizational Development
The process of improving an organizations
effectiveness and members well-being
through the application of behavioral science
concepts

Focuses on both macro- and micro-levels

HRD plays the role of a change agent

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

Discussion
What is human resource development? Why it
is important for organizational development?
Socialization

A process of adaption that takes place as individuals
attempt to learn the value and norms of work roles.

Socialization is a ongoing process through which an
employee begins to understand and accept the
value, norms and beliefs held by others in the
organization.
In order to reduce the anxiety that new employees
may experience, attempts should be made to
integrate them into informal gathering.

The initial T&D effort designed for employees is
socialization, the guided adjustment of new
employees to the company, the job, and the work
group.
Purposes of Socialization
Improve organizational performance
Shows company Policies and Rules
Orientation on compensation and Benefits
Reduce employee fear
Established corporate Culture
Develop team work
Employee Development
Dealing With Change
Socialization Process
Pre-arrival Stage: interviews in the selection process
(values, attitudes, and expectations)

Encounter Stage: their expectations about their jobs,
their coworkers, their supervisors, and the
organization in general and reality.

Metamorphosis Stage: it is the complete
socialization process, when new members have
become comfortable with the organization and their
work teams
Discussion
Socialization is very important thing for
organizational development. Comment.
Training
Training is the act of increasing knowledge and skills
in an employee for a particular job.

Training is a process whereby people acquire
capabilities to aid in the achievement of
organizational goals.

It involves planned learning activities designed to
improve an employees performance at her/his
current job.

Training
Training refers to the methods used to give new
or present employees the skills they need to
perform their jobs.

The heart of a continuous effort designed to
improve employee competency and
organizational performance.

Training typically focuses on providing employees
with specific skills or helping them correct
deficiencies in their performance.

Objectives of Training
Increase and updates capability
change and develop attitude
Socialization
Develop future plan
Improve performance or productivity
Challenges in Training
Upgrading employees' performance and improving
their skills through training is a necessity in today's
competitive environment.

After completing the training, sometimes it creates
dissatisfaction to employee.

Challenges in Training
Questions are raised .

Is training the solution?
Does the training supports to achieve the goal ?
Is training a good investment?
Will training enhance the work performance?
Are trainee satisfy after getting training?
Has training really focus on the need and demand of
employee?

Benefit of Training
Competency development
Productivity improvement
Better communication
Organizational change
Making good labor relation
Career development
Reduce supervisory burden
Training Process
Needs Assessment : Organizational Analysis,
Task/Operational Analysis, Personal Analysis, Number of employees
experiencing skill deficiency, Establishing Training Objectives
Delivering the Training: Location Options, On the job, Off
the job
Training Methods: Lecture, case method, simulation,
internship, coaching, discussion, game, visual etc.
Evaluating Training: Participants Opinions, Extent of
Learning, Behavioral Change, Benchmarking, Post Training
Performance Method


Determining Training Needs
Self-assessments
Company records
Customer complaints
New Technology
Employee grievances
Interviews with managers
Customer satisfaction surveys
Observation

Design the Training Programs
On-the-job training
Off-the-job training

On-the-Job Training
The training is organized inside the organization or field
during the regular job.
This method is called also Learning by doing
Organization citizen may learn many thing while working
in the field.
There are some types of on-the-job training.
Internship
Job instruction training (JIT)
Basic training
Apprenticeship
Off-the-Job Training
The training is organized by training institute separate
from the working place without any disturbance or
stress on their regular duty and responsibility. there are
some methods :
Lecture method: audio, video and class room
Simulation method
Workshop and conference
experimental exercise
Case study
Role play
Evaluating Training Effectiveness
By trainee
By training institute
By management
Method of Evaluating Training
Effectiveness
Pre-post performance test
Test-retest
Group evaluation
Peer evaluation
Supervisor evaluation
Practical evaluation

Discussion
How can you identify the need of training for a
particular employee or a group in an
organization?
Management Development
Develop the middle and high class managers and
to avail them in an organization.

Management development is concerned with
developing the experience, attitude and skills
necessary to become or retain an effective
manager. Byars and Rue

Management development in contrast to
employee training is more future oriented and
concerned with education. S.P. Robbins
Training Vs Development
Training Development
Short term process On-going process
Focus on non manager
personnel
Design for manager and
executive
Centralized for technical
skills
Decision making skills
Develop skill and ability Also bring positive change
and attitude
Objective of Management
Development
To increase the knowledge, skill and attitude
To identify the personal strength and weakness
To ensure the job satisfaction
To enhance the job performance
To improve the communication and team work
skill
To stimulate managers and evaluation
subordinate performance
For better career development


Process of Management Development
Organizational objectives
Management inventory and succession plain
Address the potential changes in future
Need assessment
Determine the objective of MD
Implementation of MD program
Evaluation of MD activities

Methods of Management
Development
Management development has its own methods in
different organization like a training. There are two
methods:
On the job development: coaching, counseling,
assignments, job rotation, special projects, group assignments
etc.
Off the job development: class room lecture, case study,
role playing, work shop, seminar, conference, positive thinking
etc.
Discussion
What is management development? Why it is
necessary for organizational success.
Leadership
What is leadership?
Leading people
Influencing people
Commanding people
Guiding people
Types of Leaders
Leader by the position achieved
Leader by personality, charisma
Leader by moral example
Leader by power held
Intellectual leader
Leader because of ability to accomplish things
Common Activities
Planning
Organizing
Directing
Controlling
Mentoring
An experienced person who advises and helps others
to less experience people over a period of time.

Mentoring is to support and encourage people to
manage their own learning in order that they may
maximize their potential, develop their skills,
improve their performance and become the person
they want to be.
Mentoring
It is a partnership
between two people
(mentor and mentee)
normally working in a
similar field or sharing
similar experiences. It is
a helpful relationship
based upon mutual
trust and respect.

The purpose of mentoring
The professional
and/or personal
development of an
individual.
What benefits do the Mentors
obtain?
Satisfaction from assisting junior colleagues.
Improvement in their managerial skills.
Increased stimulation by the bright ideas of
bright and creative protgs.
Types of mentoring relationships
Friend
Career guide
Information source
Intellectual guide
In Conclusion

Mentoring is an age-old concept that promotes
human development.

Through this concept, individuals can more fully
experience and realize their potential.

Empowerment
Varying degrees of power is shared with
lower-level employees to better serve the
customer.
Benefits of Empowerment
Improved employer satisfaction
Organizational growth
Employees to perform better
Increases trust in the organization
Increase turnover
Complications of Empowerment
Control can be threatening to some managers.

Managers may not want to share power to
others.

Special privileges is not sustainable for
organization.
Empowerment Process
Determining the skill employee
Training for employee
Coaching tasks for lack of experience or motivation
Supporting tasks for lacking confidence employee
Delegating tasks where the employee is motivated
and fully capable.