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Toward a Redefinition of Strategic HRD, NUR ILLYA HAINA BINTI HAIDI…
Toward a Redefinition of Strategic HRD
Introduction
The article reviews on the literature on SHRD
Explore the concept of the nine characteristic of SHRD
to examine the ways in which the concept of SHRD had changed
Thus, moving towards a new model and definition of SHRD
SHRD Definition
strategic management of training, development and of management/professional education interventions, to achieve the objectives of the organisation while ensuring the full utilisation of the knowledge and skills.
view as a proactive, system-wide intervention, linked to strategic planning and cultural change.
Toward a New Model of SHRD
The nine characteristics of SHRD
intricately interlinked and should complement and mutually support one another
If one or more is absent or weak, then this could significantly undermine the development of SHRD
SHRD should have a much more proactive and
influential role.
Characteristic of SHRD
Integration with organizational missions and goals
The need for integration into business planning is critical for SHRD, as is a contribution to corporate goals and an awareness of the mission of the organization.
Top Management Support
the support and active participation of top management, as key stakeholders, is vital for the development of SHRD
Environmental Scanning
Continuous knowledge of the external environment, in terms of opportunities and threats for the business and for HRD specifically, is vital for SHRD to flourish.
HRD policies and plans
for HRD to be strategic in focus, it must formulate plans and policies which flow from, and are integrated with, business plans and policies.
Line management commitment and involvement
the role of HRD needs to be clarified and that HRD staff also need to be clear about the kind of support they expect and desire from other stakeholders or "actors''.
Existence of complementary HRM activities
HRD must view itself as part of a wider package of HRM strategies and that HRD is central to HRM as ``a vital if not the pivotal component''
Expanded trainer role
strategic HRD function requires trainers who can be innovators and consultants, rather than simply providers or managers of training
Recognition of culture
must be aware of corporate culture and take into account the need for a match between culture and strategy in the organisation
Emphasis on evaluation
training should be results-oriented and that evaluation should take place at the ultimate level
NUR ILLYA HAINA BINTI HAIDI (67161)
Mindmap Article 1