Training and Development- Need for Training Analysis

Topics: Management, Human resource management, Organizational studies and human resource management Pages: 13 (4527 words) Published: June 5, 2010

1. HRD skills or competence that an HRD manager needs and how these skills are acquired.

The world is rapidly changing and to be a success, there must be maximum use of all resources (physical, financial, information, and human resources) whether for a nation, organization or individual. After huge investments in the physical, financial and information and knowledge resources, the human resources which comprises the workforce of an organisation remains the leverage point where significant differences can be made in the lives of the employees, their careers and the organisation.

Human Resource Development (HRD) involves helping individuals in organisations to perform better. Humans are the most valuable resource the organisation has, since the organisation depends on human resources for the production of goods and services. They must be continuously developed. HRD aims to improve the performance of an organization by maximizing the efficiency and performance of its employees through constant learning.

It involves "organized learning activities arranged within an organization in order to improve performance and/or personal growth for the purpose of improving the job, the individual, and/or the organization" To develop their knowledge and skills, their actions and standards, their motivation, incentives, attitudes and work environment. HRD includes three major areas of training and development, career development, and organization development.

Training and development: Involves teaching the employees regularly on skills they require to perform a current job while development activities focuses on ensuring the employees are equipped for future job responsibilities. Examples of training and development activities: adult learning theory and applications, instructional systems design, train the trainer programs, and instructional strategies and methods.

Organisation development: Is a planned system of change aided by the diagnosis and design of systems Examples of OD activities include: Change management, team building, learning organizations, management development, and quality of work life, strategic planning, and participative management. Organizational restructuring, job redesign, changes in the organization's reward structure, and more.

Career development: Involves planned activities and processes for mutual career planning and management between employees and organizations.

Because change is a continuous process Human Resource Development managers must have the required skills and competences to act as change agents in an organisation to improve both employee and organisation performance. The skills and competencies the Human Resource Development Manager must have can be broadly categorised into three: • Personal skills

• Interpersonal skill
• Business and Management skills
The HRD manger has four major roles to play; he is expected to be the learning strategist, Business partner, project manager and professional specialist. • To fulfil the obligations that come with these roles the HRD manger must have the skills to develop training and development programs in an organisation that align with the overall organisational goals and objectives. • Since he is tasked with the job of a learning strategist, the HRD manager must be able to assess current individual employee productivity levels by assessing their strengths, needs or gaps vis a vis their current tasks or job function. • He must be able to identify the ‘’need areas’’ where performance is not at the optimum level and design and develop both individual and group skills and competencies towards the need areas. • In assessing employee’s competencies and goals he must also have the skill to help develop career plans based on his earlier assessment of employee competencies and how they fit into the overall organisation’s...
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