Human resource development

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Information about Human resource development
Business & Mgmt

Published on February 20, 2014

Author: ZeinulHaleem2



Importance of The Learning Organization in modern business world. #Learning Org. Vs Training Org. #HR Development #ZeinulHaleem


HUMAN RESOURCE DEVELOPMENT “HRD is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities” • It aims at development of Human capital. • It is a denotes the use of training, organization, and career development which aims to improve individual, group and organizational effectiveness.

TRAINING in HRD The Systemic Development of the Attitude Knowledge Skills and Behaviour Pattern Which is helping individual to perform in their given tasks.

LEARNING ORGANIZATION “A learning organization is an organization skilled at creating, acquiring, and transferring knowledge, and at modifying its behavior to reflect new knowledge and insights”

A Learning Organization should be able to: - Adapt to its external environment - Continually enhance its capability to change - Develop collective as well as individual learning - Use the results of learning to achieve better results

“The art and practice of the learning organization” Peter Senge Peter Senge’s Concepts of Learning Organization 1. 2. 3. 4. 5. Systems thinking : Systemetic Approach Personal mastery : Developing Personal Mind Mental models : Stdyng Attitude Building shared vision : Building a team effect Team learning : sharing & discussion

Four Levels of Learning are: Unconscious incompetence – I don’t know what I don’t know Conscious incompetence – I know what I don’t know Conscious competence – I know what I know Unconscious competence – I don’t know what I know Reflective or enlightened competence – I am aware that I don’t know what I know

The Behaviourist Approach Stimuli Response Stimulus is presented in order to get a response Skinner the response is made first, then reinforcement follows.

The Cognitive Approach Reading Situation through Analysis Response Main Assumptions Learning results from internal mental activity and not from externally imposed stimuli The learner comes with knowledge, skills and related experiences to the learning situation.

The Social Approach Imitating model roles Response The learner trying to do what others do by watching and analyzing

Why modern organizations focusing on learning rather than training TRAINING LEARNING About the organization. About the person Mostly Routing Task People appropriate learning because they want to develop them

Why modern organizations focusing on learning rather than training TRAINING Ability Growing Training is something that happens at work LEARNING Developing whole person Learning is something that people pursue by choice at their own cost in their own time.

Why modern organizations focusing on learning rather than training TRAINING Training focuses on specific job knowledge and skill that is to be applied in the short run. LEARNING focuses on broad knowledge and insights that may be required for adaptation to environmental demands in the future.

How To Create A Learning Organization i. ii. iii. iv. v. vi. Provide continuous and better learning opportunities. Use learning organization to make better choices in order reach your goals. Link individual performance with organizational performance. Making it safe for people to share openly and take risks. Embrace creative tension as a source of energy and renewal. Techniques to use continuously be aware of the interaction with your environment.

Why should organizations become Learning Organization  For companies to be able to adapt to changing environments and stay ahead of their competition  To improve the workforce skill-set  To improve communication among employees  To improve morale and productivity and make the employees feel like they are an important entity of the company. To overcome companies weaknesses and to utilize their strength more efficiently

Learning Styles

Prefers doing and Experiencing

Observes and Reflecting

Want to Understand Concepts and Theories and its relationships

If its works, it’s good But there is always a better way

Learning Curve The learning effect can be represented by a line called a learning curve. Which Display the Graphical representation of relationship between the time spent in learning and the level of competence attained. Level of Competence Standard Curve Proficiency Stepped Curve Learning Time

Role of Learning Curve • Can identify trainee’s skills improvement • Can identify trainee’s learning speed / adopting / Changing Level • Can identity Learner’s Weakness / Trainer’s / Training materials weakness • Helping to evaluate good training method for future.

What is transfer of learning? learning in one context or with one set of materials impacts on performance in another context or with other related materials. [Perkins and Salomon, 2012] i.e. the capacity to apply acquired knowledge and skills to new situations.

Importance of Transferring Learning into work place To Confirm Return on Investment. For Increasing Productivity with new skills To Reduce Cost Improving Quality of Service/Work Fewering accidents & problems Improving Mental Satisfaction

When We Planning Training Event…. For Behaviourist Type Emloyees Imagine job role for customer care, if the trainee is not like to be social or talk with others anymore, he/she is silence character. In this situation to avoid this or change the behaviour of trainee, trainer has to make a training programme relate to the behaviour. Otherwise training cost and time will be wasted. To minimum that trainer can give the feedback to the trainee, and increase the morale. Every person has a goal; human behaviour is towards a goal. Many be some person does not have education background ,but that does not mean that he/she does not have any information to reach to him/her goals using their experience. Therefore having aim or goal will lead to gather the data or information, hence without any kind of information is hard to reaching to the goals.

Cognitive Approach People can learn through the experience and storage of information in the brain. They can understand their environment and how it works. They decide what is important to learn and learn through techniques and strategies they feel comfortable with. The trainer should not tell the trainee’s what to do; rather they should guide the trainees in discovering the correct solutions and ways of thinking. For example trainer should give a goal to trainees, therefore to achieve the goal trainee will learn.

social learning approach. This is where people learn through by observing others behaviour, attitude, and outcomes of those behaviours. Most of the time, human learns through imitating others. In an Organization if there is a good trainer like having good attitude, good communication skills, presentations skills. A trainee will also like to follow or do the same way in other word imitative the trainer. Therefore it will be a benefit for an organization hence trainee will perform best in the future. These types of learners are very easy handle. When planning and design of learning events in an organization they should appoint appropriate trainer for the training programme. Therefore trainees will motivate to learn by imitating their trainer.

Conclusion • We can Analyze & Realize Human Learning Method Through Learning Theories & Learning Styles. • To Make a Effective Learning Event or Training we have strategize

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