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HUMAN RESOURCE DEVELOPMENT :!: - Coggle Diagram
HUMAN RESOURCE DEVELOPMENT
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3 DEFINITIONS OF HRD
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i) Human Resource Development (HRD) is a process of developing and unleashing human expertise through organization development (OD) and training and development (T&D) for the purpose of improving perfomance
(Swanson & Holton, 2001)
ii) a set of systematic and planned activities designed by an organization to provide its members with the opportunities to learn necessary skills to meet current and future job demands.
(Nadler and Nadler, 1970)
iii) the part of human resource management that specifically deals with training and development of the employees. Human resource development includes training an individual after he/she is first hired, providing opportunities to learn new skills, distributing resources that are beneficial for the employee’s tasks, and any other developmental activities.
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FACTORS THAT INFLUENCE WORKS AND LEARNING
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ECONOMIC CYCLES
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Wages have increased as the economy grew, unemployment dropped and companies experience shortages.
For example, pay for workers in retail jobs rose 3.8 percent in the second quarter of 2018.
Its important to recognize that training has been shown to positively contribute to a company's performance regardless of current economic cycle.
FOCUS ON LINK TO BUSINESS STRATEGY
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Important role for training and development is to plans for meeting broad goals such as profitability, market share and quality.
There are lots of business strategy that can be practiced by a company. For example, improve customer service, grow sales from new products, pricing strategies and by using technological advance.
GLOBALIZATION
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Developing economies and emerging markets are responsible for 19% of the world's economy.
Importance of globalization can be seen in the recent hiring pattern of large U.S. multinational corporation.
Companies often place successful U.S. manager in charge of oversea operations, somehow they are lack of the cultural understanding.
For example, McDonald's has designed Russia as its high growth market.
INCREASED VALUE PLACED ON INTANGIBLE ASSETS AND HUMAN CAPITAL
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A company values include three types of assets that are critical for the company to provide goods and services which are financial assets, physical assets and intangible assets.
Training and development can have direct influence on customer and social capital by helping employees serving customers better.
For example, Blue Apron, a company that deliver fresh ingredients put a great deal of effort into developing human capital, social capital and customer capital.
TALENT MANAGEMENT
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It refers to recruiting, retaining, improving and inspiring highly qualified workers and executives.
For examples, sales manager delivering product flow, distribution and technical process training.
CHANGING DEMOGRAFICS AND DIVERSITY OF THE WORKFORCE
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Increase in ethnic and racial diversity
-It is due to globalisation, increased workforce participation of minorities and higher fertility rates of minorities.
-Training is need to develop to help immigrants acquire the technical and customer service skill
Aging Workforce
Older people are happier and have the ability to live for a long life. An emerging trend for part-time jobs or a few months for professional older workers.
Due to increase employee diversity, training is important.
NEW TECHNOLOGY
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The way of training has been changed by technology. Technology affects all industries, including robotics , artificial intelligence, nanotechnology, CAD, etc.
CUSTOMER SERVICE AND QUALITY EMPHASIS
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Quality is the capacity to satisfy consumer needs, or a product or service. Such as understanding what customer want, anticipating future needs, reducing defect and errors and reducing complaints
HIGH PERFOMANCE WORK SYSTEMS
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New technology can cause changes in skill requirement and works roles and make result in redesigned work, For example, computer-integrated manufacture uses robots and computers to automate the manufacturing process