Human Resources Development
Introduction
HUMAN RESOURCES DEVELOPMENT
Organizational Managers give their employee knowledge, skills and mould their attitude to the benefit of an organization and also to progress individual act. Human Resources Development (HRD) means to develop their employee and give opportunity to be trained in their work field. Within the structure of organization to development their employee such as training, coaching, mentoring and performance develop. HRD are into two main parts that is TRAINING and DEVELOPMENT and it goes together because we can’t be develop ourselves without training as training is tool to develop.
Managers are taking organization to forward level, are strategic thinking and planning and decision-making & problem solving. Training can cover or increase individual knowledge and techniques of work but to practice a same skill which is trained and to improve its process is development. The disadvantage of training is when training is not relevant to employee or employed at wrong jobs or individual variables. The advantage of employee development are training should be given when require, training for career planning, job rotation or appraisal.
Why are organizations invested in employee and management development?
1. Ensure the firm meets current and future performance objectives
2. Continuous improvements of the performance of individuals and teams
3. Maximize people’s potential for growth and development
HRD experts have identified five meta-theories of learning for training and development and HRD are behaviourist theory or behaviourism, cognitivist theory of cognitivism, humanist theory or humanism, social learning and constructivist. These theories are different from each other’s, it has only been more develop and effective or practical in our job line.
THEORY OF BEHAVIOURISM
The theory of Behaviourism was formed by the work of several psychologists (1920s to 1950). Some well-known behaviourist theorists include American
HUMAN RESOURCES DEVELOPMENT
Organizational Managers give their employee knowledge, skills and mould their attitude to the benefit of an organization and also to progress individual act. Human Resources Development (HRD) means to develop their employee and give opportunity to be trained in their work field. Within the structure of organization to development their employee such as training, coaching, mentoring and performance develop. HRD are into two main parts that is TRAINING and DEVELOPMENT and it goes together because we can’t be develop ourselves without training as training is tool to develop.
Managers are taking organization to forward level, are strategic thinking and planning and decision-making & problem solving. Training can cover or increase individual knowledge and techniques of work but to practice a same skill which is trained and to improve its process is development. The disadvantage of training is when training is not relevant to employee or employed at wrong jobs or individual variables. The advantage of employee development are training should be given when require, training for career planning, job rotation or appraisal.
Why are organizations invested in employee and management development?
1. Ensure the firm meets current and future performance objectives
2. Continuous improvements of the performance of individuals and teams
3. Maximize people’s potential for growth and development
HRD experts have identified five meta-theories of learning for training and development and HRD are behaviourist theory or behaviourism, cognitivist theory of cognitivism, humanist theory or humanism, social learning and constructivist. These theories are different from each other’s, it has only been more develop and effective or practical in our job line.
THEORY OF BEHAVIOURISM
The theory of Behaviourism was formed by the work of several psychologists (1920s to 1950). Some well-known behaviourist theorists include American