HRD

HRD

1. Stewart & McGoldrick 1996 - activities & processes intended to have impact on org & individual learning. Planned intervientions of ORg & individual learning, capable of direction & influence

2. GOALS

   • influence individual & group learning in context of job, work & career
   • focus & manage org learning, change & development @ org, team & individual level
   • less consideration of external factors than HRM
   • provide development opportunities for all employees

3. FUNCTIONS of HRD

   • training & development
   • identifying needs & imparting training
   • conduct sessions & workshops
   • competency mapping
   • org. development activity
   • skill input - apprentices / trainees

4. SHRD HAS 9 FUNCTIONS MCCRACKEN & WALLACE 2000

   • integrate with org mission & goals
   • has top management support
   • Enviro scanning by senior team includes HRD
   • Strategies, plans & policies are in place
   • line manager commitment & involvement
   • existence of complimentary HRM activity
   • expanded trainer role - org. change consultants
   • ability to influence corporate culture
   • Emphasis on cost-effectiveness evaluation

5. Compared with HRM

   • is a subsection of HRM
   • depends on HRM decisions & vision
   • supports org goals
   • manages learning experience interventions