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Employee Development (Implementing HRD (Who should take responsibility?,…
Employee Development
Implementing HRD
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How should needs be identified , and in whose interests should they serve ?
What activities should be used, and do the activities add value?
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Costs of HRD
Vary significantly depending on form, purpose and scope of HRD
- Cost of training equipment
- Payroll costs of internal and external specialists
- Cost of developing training materials
- Travel and accomodation costs
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- Costs of unnecessary training
The reality
- 48% of people with no qualifications working in 2014
- 80% with a qualification were working
HCT does not work all of the time/doesnt tell the full story #
Pay gaps
Higher level of qualifications, women's caring responsibilities and maternity leave
- A considerable pay gap still remains between men and women, whites and BMEs
- People are paid for a range of reasons that can include racism and sexism
- HCM is not a complete explanation of how labour markets work
- The answer isn't only developing but attending to a whole host of variables in the workplace
HRD and Human capital theory (Becker 1964) #
- Human capital theory reflects the way education and training, impact on skill
- asserts that just as investing in a plant or machinery can result in greater rewards so with people investing in educational qualifications
- Workers with higher qualifications more likely to earn more
Diversity and HRD
- Disconnection between diversity policy and reality. Diversity usually considered as conforming with the law and therefore as a cost
- Awareness programmes are a common form of diversity training, but criticised for being too general
- In contrast, skills-based training considers behavioural aspects to be considered.
HRD Purpose
- To improve productivity, efficiency and profitability for example through enhancement of service quality or creativity and innovation
- Difficulties in establishing a measurable link between HRD and performance
- Even when there is acceptance of HR & business benefits of HRD - benefits need to be offset against the cost of investment.
High commitment HRM
- Sophisticated practices to secure greater commitment and engagement with the aim of improving business performance
- SOFT (week 1) and commitment of High Road models of HRM
Purpose of HRD
- Performative ; to improve people's performance
- Learning : to help people learn, develop and or grow
Definition
Investment in the learning of an organisation's people, and not just training as a short-term cost.
Strategy and HRD
'High-road' HRM strategy
- Employees recruited for a skilled working role that will require learning and change and expectation of retraining
- Line managers fully involved in employees' development
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