Samenvatting - HRD Colleges

• 1 Hoofdstuk 1+2

• What is the definition of Human Resource Development?

  a set of systematic and planned activities designed by an organization 

  to provide its members with the opportunities to learn necessary skills to 

  meet current and future job demands.

  
  
• What is at the core of all HRD efforts?

  learning
• What are three goals of HRD?

  1. assist employees and organizations in obtaining their goals

  2. improve organizational performance

  3. effort to change employee behavior
• What are three HRM functions?

  1. obtaining employees

  2. maintaining employees

  3. Developing employees --> HRD
• What are the primary HRD functions?

  1. training & development

  2. organizational development

  3. career development
• How can you improve organizational effectiveness?

  1. solving current problems

  2. preventing anticipated problems

  3. targeted participant recruitment: Including as participants those 

  individuals and units that can benefit most
• 
  Goals of HRDHow can you improve organizational effectiveness?

  1. solving current problems (e.g. an increase in customer complaints)

  2. preventing anticipated problems (e.g. a shortage of skilled technicians)

  3. targeted participant recruitment: Including as participants those 

  individuals and units that can benefit most
• Changing or improving employees is done with KSA's, what does this mean?

  Knowledgde

  Skills

  Abilities
• 
  Training &Development (T&D)
  Changing or improving employees is done with KSA's, what does this mean?

  Knowledgde

  Skills

  Abilities
• What is training?

  provide skills & knowledge to job or task
• What is development?

  prepares for future employment needs
• What are 2 features of T&D?

  - start when employee joins a organization

  - continue throughout employment career
• When should T&D activities be applied?

  - start when employee joins a organization

  - continue throughout employment career
• What are specific T&D activities?

  - Employee orientation 

  - Skills and technical training 

  - Coaching 

  - Counseling 

  
  
• What are specific T&D activities? (4)

  - Employee orientation 

  - Skills and technical training 

  - Coaching 

  - Counseling 

  
  
• What is coaching?

  
  

  • Helping employees learn unit’s values and norms 

  • Helping employees establish working relationships 

  • Helping employees learn how to function in their jobs
• What is counseling?

  Helping employees deal with personal problems, e.g: 

  > Substance abuse 

  > Stress management 

  > Smoking cessation 

  > Fitness, nutrition, weight management
• Why need managers and supervisors KSA's?

  To be effective
• Why do managers and supervisors need KSA's (knowledge, skills, abilities)?

  To be effective
• 
  Examples of Management T&D: 
  > Supervisory training 
  > Job rotation 
  > Seminars 
  > College/university courses
• What is organizational development?

  The process of enhancing the effectiveness of an organization and its 

  employees through planned interventions that apply behavioral science 

  concepts 

  > Macro changes affecting entire organization 

  > Micro changes affecting individuals, small groups & teams 

  
  
• What is the role of HRD in Organizational Development?

  They work as change agent to facilitate the change process
• What is the role of HRD professional in Organizational Development?

  They work as "change agent" to facilitate the change process
• What is career development?

  An ongoing process by which individuals progress through a series of 

  stages, each characterized by a relatively unique set of issues, themes 

  and tasks 

  
  
• What is career planning?

  Assessing individuals skills and abilities in order to 

  establish a realistic career plan
• Career Development - What is career planning?

  Assessing individuals skills and abilities in order to 

  establish a realistic career plan
• What is career management?

  Taking necessary steps to achieve that plan
• Career Development - What is career management?

  Taking necessary steps to achieve that plan
• What are the roles of supervisors in HRD?

  - HRD implementation

  - Orienttion

  - Training

  - Coaching

  - Career Development

  - Identifying training needs
• What is the framework for the HRD process?

  1. Needs assessment

  2. Design

  3. Implementation

  4. Evaluation
• What are the steps in needs assessment? (figure)

  assess needs and prioritize needs
• What are the steps in Design? (figure)
  Define objectives, develop lesson plan, develop /acquire needs, select trainer/leader, select methods and techniques. schedule the program/ intervention 
  
• Training & HRD Process ModelWhat are the steps in Design? (figure)

  Define objectives, develop lesson plan, develop /acquire materials, select trainer/leader, select methods and techniques, schedule the program/ intervention 
  
• What is the step in Implementation? (figure)

  Deliver the HRD programme/intervention
• What are the steps in Evaluation? (figure)
  Select evaluation criteria, determine evaluation design, conduct evaluation of program or intervention, interpret the results
• What are the steps of Evaluation? (figure)

  Select evaluation criteria, determine evaluation design, conduct evaluation of program or intervention, interpret the results
• Of which parts consists needs assessment? 

  Establish priorities for expending HRD resources 

  Define specific training and HRD objectives 

  Establish evaluation criteria
• What steps has the design phase?

   Define objectives 

   Develop lesson plan 

   Develop/acquire materials 

   Select trainer/leader 

   Select methods/techniques 

   Scheduling 

  
  
• What steps has the implementation phase?

   Deliver program as designed 

   Create an atmosphere that promotes learning 

   Resolve emergent problems as they occur
• What steps has the evaluation phase?

   Must be able to quantify results of trainings and determine their impact on 

  the “bottom line” 

   Evaluate participant reactions 

   Evaluate how much was learned 

   Evaluate transferability of learning to workplace 

   Evaluate if program contributes to organization’s effectiveness
• What is the use of evaluation data?

  Whether or not to continue use of program or vendor 

  Whether or not to offer in the future 

  Budgeting and resource allocation 

  Using alternative methods to solving problem(s) 

  
  
• What are the major categories of employee behaviour

   Individual performance is multidimensional 

   

   Most HRD activities focus on “Task Performance” 

          Behaviors central to doing one’s job 

   

   Organizational citizenship behaviors: 

          Critical to organizational effectiveness 

          Not specific to a particular task 
• What are major forces that drive employee behaviour?

  External forces: 

   Outside the organization 

        State of economy/employment rate 

   Inside the work environment 

       Leadership, supervisors 

       Co-workers 

       Outcomes of performance

  
  

  Internal Forces: 

   Within employee 

       Motivation 

       Knowledge, skills, abilities (KSAs) 
• What are the influences of supervisors?

  Self-fulfilling prophecy: 

  > Supervisor's expectations can influence workers behavior (Pygmalion 

  effect) 

   

  Leadership: 

  > Non-coercive influence to direct and coordinate the activities of a group 

  toward accomplishing a goal 

  
  
• What are the influences of co-workers?

    Coworkers control some of the outcomes and therefore some of the 

  behavior 

   

   They may offer or withhold friendship and recognition 

   

   Norms set the guidelines for behavior in the group 

   

   Group dynamics influence the way an employee behaves when 

  interacting with a group 

  
  
• what are factors in the external environment invovled with employee behaviour?

  economic conditions, technological changes, labor market conditions, law and regulations, labor unions
• What is the basic assumption of the social learning theory?

  Outcome and self-efficacy expectations affect individual 

  performance
• What is the outcome expectation of the social learning theory?

  A person’s belief that performing a given behavior 

  will lead to a given outcome 

  
  
• What is self efficiacy?

  A person’s judgment of his/her capabilities to organize and 

  execute courses of action required to attain designated types of 

  performances 

  
  
• 
  A person’s self-efficacy expectations will determine: 

   whether a behavior will be performed, 

   how much effort will be spent, and 

   how long he/she will continue to perform the behavior