• 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. An accurate description of the responsibilities covered by Shoppers Paradise's human resources function and ...

    It makes it easier for managers to manage and control their staff and managers see financial incentives as a good way to motivate employees. Performance-related pay is also a highly attractive system for encouraging staff to work towards Shoppers Paradise's objectives.

  2. This report is based on functions of the Human Resource department at HSBC Bank. ...

    They also try to make sure that the general working environment within branches is pleasant and that if employees do have a problem then they have someone to turn to. Staff appraisal All staff at HSBC are given regular performance progress reviews and all staff carry personal performance logbooks.

  1. Human Resource Planning.

    Curricula vitae and letters of application Short-listing candidates. Decisions to recruit staff Boots recruit staff for a number of reasons: The growth of the business When Boots grows in size it will need more people to carry out: Existing jobs New jobs When existing jobs are being expanded, human resources specialists simply copy existing practice on a larger scale.

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

    Sainsbury's have many rival firms competing in the same market and therefore competitive advantage is vitally important. Sainsbury's ensure that emphasis is put on key factors such as: * Attracting the right number of employees * Attracting the employees with the right skills and attitudes for the job * Developing

  1. Managing Human Resources in Marks & Spencer.

    6) The Equal Pay Act, 1970 (stating that pay and working conditions must be equal for employees of the opposite sex who are performing the same work). 7) The Sex Discrimination Act, 1975 (stating that it is illegal to

  2. Human Resource Planning.

    This tells us that Sudbury Court has the most workers with qualification. Weekly average earnings (Full Time £) 1984 1986 1988 1990 1992 1994 Greater London - Males 214.7 255 312.6 383.1 434.4 467.3 Greater London - Females 142.8 169.3 208.2 258.9 308.6 336.5 Brent - Males 204.1 242.4 283.3

  1. Personal Development Explore the skills and techniques needed for effective time management.

    REVIEW AND MONITOR As with all good management techniques, it is essential that the task is monitored and reviewed as the work progresses. This review should be ongoing and as before, accurate information is essential for a successful outcome to enable the review to be of value.

  2. Identifying the key aspects of the business's training and development programme. Explaining the importance ...

    or university and working with their employer for the rest of the week. This is common at DBF associates because 5 of the employees had a day off from work just to go to college or university. Once new employees join DBF the next step is to make sure the

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