HRD PRACTICE UNDER HRM

Human Resource Development (HRD) is the framework for helping employees to develop their personal and organizational skills, knowledge and abilities. It also includes such opportunities as employee training" employee career development, performance management and development, coaching succession planning" Key employee identification, tuition assistance and organizational development. It is a structure that allows for individual development. The development of the individual will benefit both the individual and the organization's Human Resource Development is a combination of training and education that ensures the continual improvement and growth of the individual and the organization Adam Smith – Father of the modern economist states. “ The capacities of the individuals depended on their access to education” It is also the medium that drives the process of Training learning in a broadly fostering environment. Within the national context, It becomes a strategic approach t...

An American Society for Training and Development (ASTD) sponsored study by Pat Mclagan in 1989 identified the HRD roles and competencies needed for an effective HRD function. This ASTD study documented a shift from more traditional training and development topics to a function that included career development and organizational development issues as well' The study depicted the relationship between HRM (Human Resource Management) and HRD function as a “ Human Resource Wheel.” The Original HR wheel from McLagan Identified three primary HRD functions' It can be numbered as follows. 1.  Training and development 2.  Organization development 3.  Career development It can be clearly identified by the Human Resource Wheel depicted below. According to the above training and development (T&D) is a key function of Human Resource Development and it holds more importance in developing employees to achieve the current and future needs of the organization. Defining T & D has be...

In the present times one of the major elements that a company deviate from its level in the industry by its skilled workforce. It is one of the key factors the organization acquire its competitive advantage in the market competition. As cited by Cribb, G. (2006) , “The most valuable asset of a 20th-century company was its production equipment The most valuable asset of a 21st-century institution will be its knowledge workers and their productivity. ( Drucker, P. 1999) So, most of the organizations in the current context, intend to acquire a competitive advantage through staff training and staff development. Staff training and staff development are parts of the bigger concept of HRD. According to the Agrawal, V. (2011) ; “ Training refers to the method used to give new or present employees the skills they need to perform their job and development are a long term educational process utilizing a systematic and organized procedure.” Training and development have come to be viewed as a life...

Before making the assumption, that training is the best solution to fill the performance gaps, the need for training should be clearly established. Because providing training without having determined a need leads to a waste of time, money and many other resources. So, the first step in any training is to determine the training need' As cited by Moeini, H. (2008) describes needs analysis as “ an examination of the existing need for training within an organization.” (Mitchell, 1993) In the current context this needs analysis called Training Needs Analysis of Training Needs Assessment and it’s abbreviated by TNA. A TNA may identify more than one training need. These needs should be prioritized and either placed into a formal training plan or from a database for future training. TNA is utilized to identify what training programmes or activities should be provided to employees to improve their work productivity. In terms of the five categories of training needs listed by Rae (1992) 1. ...

There are different types of training according to meet the training needs of the organizations. According to the Agrawal, V. (2011) it is explained in relation to the insurance industry. Basically" it is categorized into four categories. 1.  On the job training 2.  Off the job training 3.  Apprenticeship training 4.   Job instruction training 1. On the job training (OJT) The most frequently used method in organizations is on the job training' This method of training uses more knowledgeable" skilled, and experienced employees. OJT can be delivered in classrooms as well' This type of training often takes place at the workplace in an informal manner. 2. Off the job training This is any form of training that takes place away from the immediate workplace- job training includes more general skills and knowledge useful for work" as well as job-specific training. Training may be provided by specialist trainers working for the organization or by an outside company hired...

There are many models for Human Resource Development (HRD) aligning with the training and development function, which helped to have a greater impact on instructional system design (ISD) and all of which originate from research in the area of organizational development ' As per the researchers' personal experience and the advice from the expertise in the field of HRD and knowledge acquired from research studies done locally and internationally; the researcher selects three successful models for use in the beginning, conduct and evaluate the human resource development activity which aligns with the training and development function. It can be shown as follows . 1.       ASK Model 2.       ADDIE Model 3.       Evaluation Model REFERENCES Tamkin, P., Yarnall, J. and Kerrin, M., 2002.  Kirkpatrick and Beyond: A review of models of training evaluation . Brighton, England: Institute for Employment Studies...