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Redefinition of Strategic Human Resources Development - Coggle Diagram
Redefinition of Strategic Human Resources Development
Wallance and McCracken (1999)
Strategic partnerships with line management
The development of strategic HRD must involve the collaboration with line manager and HR professional
Strategic partnership with HRM
HRM activities may not in themselves be sufficient for the development of SHRD but both HRM and HRD is required
HRD strategies, policies and plans
Policy is the specific routes to be followed to achive the strategy and plan
Trainers as organizational change consultants
The trainer's own perception of their role and the expectations and perceptions of the rest of the organization
Environmental scanning by senior management, specifically in HRD terms
Consideration of senior manager perspective in HRD not only emphasize on HRD professionals
Ability to influence corporate culture
A recognition of the potential HRD to develop and enhance corporate culture is essential
Top management leadership
Active leadership in HRD is critical
Emphasis on cost-effectiveness evaluation
HRD as an investment with long-term and less tangible benefits
Shaping organizational missions and goals
The concept of training maturity is used to descibe the level of sophistication which the organization has regard to training helps to shape and formulated corporate strategy
Garavan (1991)
Line manager commitment and involvement
Manager play an importance role in clearify HRD to staff
Existence of complementary HRM activities
HRD is central to HRM, SHRD emphasize on HRD
HRD plan and policies
To ensure the strategic of HRD, formulates plans and policies should intergrated witjh business plan and policies
Expanded trainer role
A strategic HRD function requires trainers who can be innovators and consultants, rather than simply providers or managers of training
Environmental scanning
Continuos scanning external environment seek for opportunities and threats
Recognition culture
Culture is important variable in decide HRD should be delivery and evaluated
Top management support
Active participation of top management is vital for development of SHRD
Emphasize on evaluation
HRD function must evaluates in order to be strategic
Intergrated with organization missions and goals
SHRD contribute to corporate goals and an awareness of the missions of organization