Summary of Human Resource Development

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SUMMARY OF

HUMAN RESOURCE DEVELOPMENT

Presented by :
Erik Gunawan

Written for :
Human Resource Management Assignment

Master Shipping and Transportation
Master Shipping and Transportation

Table of Content

Table of Content………………………………………………………………………. 2 A. HRD OVERVIEW AND POSITIONING…………………………………………3 B. INDIVIDUAL DIFFERENCES WITHIN ORGANIZATION…………………...3 C. INTERCULTURAL MANAGEMENT–CULTURAL AWARENESS…………..4 D. EMPLOYEE DEVELOPMENT- MOTIVATION & LEARNING THEORY…...4 E. ORGANIZATION DEVELOPMENT & LEARNING ORGANIZATION……….5 F. HUMAN ELEMENT IN SHIPPING………………………………………………5 G. CONCLUTION AND RECOMMENDATION……………………………………6 A.

HRD OVERVIEW & POSITIONING
The definition of HRD is an integrated and holistic, conscious and proactive approach to changing work-related knowledge and behaviour, using a wide range of learning strategies and techniques in order to improve individual effectiveness and productivity. HRD is highly required in every organization to achieve their goals. HRD also defined as the capacity to incorporate learning into behaviour. HRD scope related to get the right people on the job, retain the right people in organization, and develop them in order to improve individual effectiveness. Furthermore, the primary HRD function aims to improve individual, group, and organizational effectiveness. It involves in training and education, organization development, and career development. Employability is the willingness and ability to recognize personal strength and develop self, which acquires new skills, knowledge, expertise to improve performance and effectiveness for both current and future job. In order to support the process of continuous personal development and lifelong learning of employees, it is important for HRD function to give attention for learning and with how it might be managed.

B. INDIVIDUAL DIFFERENCES WITHIN ORGANIZATION
Every person is fundamentally different from everyone else, thus managers must recognize that these differences exist and attempt to understand them. One of the HR department task’s is to identify and well known the existing employees so that they can place the employee in the fit/appropriate job/position, groupwork, in the organization. Therefore, better selection and recruitment process is needed to avoid errors in the placement of an employee. Recruitment and selection process aims to find the 'right person for the right job' by analyzing the person's personality. There are big five types of personality traits agreeableness, conscientiousness, negative emotionality, extraversion and openness. These aspects have taken into account in the recruitment and selection process. These types of personality do not only give the benefit to the person itself but also to the organization. As we know that poor recruitment process can result in higher rates of turnover, reduced performance effectiveness, lower job satisfaction and reduces work motivation. Nowadays, Emotional Intelligence (EQ) is believe as an important tool to recruitment and selection process. Emotional Intelligence (EQ) is the extent to which people are self-aware, can manage their emotions can motivate themselves, express empathy for others, and process social skills. Human resources is important and valuable asset for every company. Many organizations improve their employees competencies to achieve the company goals. Most of companies are willing to spend a lot of money to develop their employees knowledge and skills. There are several ways to develop employee skills by conducting workshops, seminars, inhouse training, tailor made training, off job training and studying in the higher level of education in local or foreign schools. The 7 habits of highly effective people (Stephen Covey) are: be proactive, begin with the end in mind, put first thing first, think win-win, seek first to understand then to be understood, synergize, and sharpen the saw....
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