• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

"Human resource Development (HRD) is a fundamental element of successful human resource management. Describe the stages in the HRD model and compare and contrast this with the systematic training model."

Extracts from this document...

Introduction

"Human resource Development (HRD) is a fundamental element of successful human resource management. Describe the stages in the HRD model and compare and contrast this with the systematic training model." Human Resource Development (HRD) is the means used to support the mission of human resource management, which is to maximize employee performance. The purpose of HRD is to provide people the means by which to perform their current job or any other tasks they will be performing in the foreseeable future. HRD either creates or enhances the capability of the employee. HRD balances management's need for a competent workforce with employees' needs for successful careers. Thus, HRD focuses on employee and organizational capability. Human Resource Development can also be defined by its functions: Performance Assessment and appraisal Needs assessment and analysis Development Activities Evaluation and Transfer of learning Each of these elements can be linked together to give a HRD model, see diagram below: EXPLAIN STAGES The performance of the employee is under a continuous cycle of assessment and analysis by their line manager. ...read more.

Middle

At first thought this seams practical, but not all employees work as well as others, new employees will pick up bad habits along with the good ones, they in turn passed the bad habits on to new employees when they became settled in their job and this process continued throughout the years are company efficiency therefore decreased. In 1962 the Minister of Labour was gave the statutory powers to set up Industrial Training Boards (ITBs) containing representatives from both sides of industry. Each was responsible for: * Overseeing training in its industry, * Setting standards * Providing advice to firms. And most importantly, Each paid allowances to trainees that were financed via a compulsory levy on firms in its industry. This levy / grant system was designed resolve the failure of the labour market to deliver sufficient skilled workers and to end the 'poaching' of firms best workers. Along with ITBs, the industrial training act also established the Systematic Training model. The outline of which can be seen below: IDENTIFY TRAINGIN NEEDS AND SPECIFY OBJECTIVES DESIGN & DEVELOP A PROGRAM IMPLEMENT A PROGRAM EVALUATE TRAINING The systematic training model can be defined ...read more.

Conclusion

A systems approach ensures a comprehensive training process that remains focused on the needs of the organization. The process typically includes the phases: 1. Analyze the organization's needs and identify training goals which, when reached, will equip learner's with knowledge and skills to meet the organization's needs. Usually this phase also includes identifying when training should occur and who should attend as learners. 2. Design a training system that learners and trainers can implement to meet the learning goals; typically includes identifying learning objectives (which culminate in reaching the learning goals), needed facilities, necessary funding, course content, lessons and sequence of lessons 3. Develop a training "package" of resources and materials, including, e.g., developing audio-visuals, graphics, manuals, etc. 4. Implement the training package, including delivering the training, support group feedback, clarifying training materials, administering tests and conducting the final evaluation. This phase can include administrative activities, such as copying, scheduling facilities, taking attendance data, billing learners, etc. 5. Evaluate training, including before, during and after implementation of training In a systematic approach to training, each phase of the process produces results needed by the next phase. For example, the training analysis phase produces learning goals that are used by the next phase, training design. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Aims of Training and Development

    They rely on university or higher graduates to fill the management positions within the firm. HSBC invest heavily into their employees, which enables them to operate successfully in a very competitive market. Training and Development Plan Training Plan Rationale Training and Competence Covering our obligations under the FSA Business Priorities

  2. The purpose of the coursework is to produce an analytical report on how a ...

    Management did the planning and provided the support to show the workforce how best to do the job. Taylor felt that, with this clear line and staff organizational structure, productivity would increase because the employee would recognize that a higher output rate would lead to higher pay.

  1. A REPORT INTO HUMAN RESOURCE MANAGEMENT AT SAINSBURY'S

    that you keep a good balance between people who have been at Sainsbury's for a long time and people who are bringing new ideas into the organisation. External Supply External supply refers to: * Size of the labour force * Unemployment * Skills shortages * Opportunities for education and training

  2. Managing Human Resources in Marks & Spencer.

    By doing this Marks and Spencer are saving money and recruiting internally takes less time than recruiting externally. However, if the job on offer is highly specialised then it is unlikely that there are any suitable candidates that match the criteria.

  1. Employees are a business's most important assets; this is why they created the Human ...

    Also, useful information about the type of business Chester Zoo is involved in isn't included. This document could be more helpful to the reader. Application Forms There is no such thing as an ideal application form, but the following is commonly accepted properties: * Application for the post of...

  2. The stages involved in recruiting new staff.

    The documents would range from starting such as application form, CV's to interview marking documents made on the candidate. After all the documents are collected they are compared against the other candidates. This in theory could be the harder part as even the candidates have been short-listed and interviewed, it

  1. Human Resource Planning.

    % In Education Rank in Brent Persons (18 +) qualified Rank in Brent Alperton 60 23 12 20 Barham 71 14 15 14 Preston 71 13 18 11 St. Raphael's 54 28 7 30 Stonebridge 54 27 9 27 Sudbury 74 9 19 9 Sudbury Court 74 8 27 1

  2. Designing a training programme for supervisor skills at Primark.

    No direct costs but both the HR manager and I will need to get paid . Although because this session is short, there will be a lot of time to do more productive things. The training may disrupt other members of staff and reduce overall productivity of the department.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work