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THE EMERGENCE OF STRATEGIC HUMAN RESOURCE DEVELOMENT (HRD) :fire: (:point…
THE EMERGENCE OF STRATEGIC HUMAN RESOURCE DEVELOMENT (HRD)
:fire:
:point_right: Introduction
Employees' values & philosophies should be guided by & be consistent with strategies proposed by organization :chart:
:point_right: The Emergence of Strategic Human Resource Development Perspectives
Bratton and Gold - a move to strategic HRM is a powerful signal of a subsequent emphasis on HRD :signal_strength:
Pettigew et al. - recognize the importance of a positive culture for HRD :open_hands:
Mintzberg - provides a view of strategy formulation which can foster learning within organization :book:
:point_right: Assumptions & Philosophies of strategic HRD
Harrison and Rothwell and Kazanas
Zemke
surveyed the philosophies of HRD practitioners :book:
:point_right: Relationship between business plans, human resource plans & HRD
Rothwell and Kazanas
Top-down approach :top:
Market-driven approach :fountain_pen:
Career planning approach :raised_hand_with_fingers_splayed::skin-tone-5:
Futuring approach :globe_with_meridians:
Performance diagnosis approach :bookmark:
Artificial experience approach :martial_arts_uniform:
Pulse-taking approach :pen:
The educational approach :books:
Interpersonal approach : :silhouettes:
The rifle approach :star2:
:point_right: Definition of strategic HRD
ASTD - training & development; organization & development; career development : :smiley:
Hall and Cacioppe - emphasize the strategic dimensions :globe_with_meridians:
Harrison - developing people as apart of an overall human resource strategy :explode:
Garavan - strategic management of training development & management/ professional education interventions :+1::skin-tone-5:
Guest - human resources can be integrated into strategic plans:silhouette:
Ogbanna and Wilkinson - firm's relationship with it's environment, its main objectives & its means of accomplishing them :relaxed:
Megginson and Pedlar - tendency to equate with each other is essential :office: :male-office-worker: :female-office-worker:
:point_right: The existence of strategic HRD
Price Waterhouse, Cranfield Survey - several European countries showed great interest in the use of training for strategic purposes :smiley:
Research by Felstead and Green and Dench - raises the question whether & to what extent, increases in training among different occupational groups are :question:
Rolfe et al. and Felstead and Green - managers are view as central importance to business :man::skin-tone-2:
Ross - training was still very much an ad hoc activity in small and medium-sized manufacturing companies :man_in_business_suit_levitating:
Pettigrew et al. - evaluation of training was mostly informal or non-existent :page_facing_up:
Research by Department of Employment and Enterprise - 17% of Irish companies did not provide any training :red_cross:
:point_right: Summary
Many organizations do not implement a total strategic type HRD instead they adopt short-term perspectives,view HRD in "soft" terms & lack coherency required of a strategic approach :checkered_flag: