Human Resources HRD Development Program Essay

Length: 10 pages Sources: 12 Subject: Careers Type: Essay Paper: #95937911 Related Topics: Program Evaluation, Human Resource Planning, Human Development, Career Development
Excerpt from Essay :

In addition to supplying training so that workers can obtain and maintain entry-level jobs, training must be given that is based on national skills principles, assessments, and qualifications that will improve a participant's ability to compete successfully in the current global economy. This component will be the focus around which the other four HRD training components will revolve. This training component will be broken down into five different categories: Job Training, Job-Looking Skills, Job-Retention Skills, Lifetime Learning, and Life Abilities.

Job Looking Skills

Job Retention Skills

1. Job Search 1. Personal Responsibilities 5. Job performance

2. Application/Resume 2. Time Management 6. Interpersonal Skills

3. Interviewing 3. Economic Literacy 7. Learning Skills

4. Job Selection Process 4. Work Attitudes 8. Math Skills

Lifetime Learning Life Abilities

1. Reflection 1. Consumer Buying 3. Preventative Health Care

2. Change Management 2. Parenting Skills 4. Community Resources

Communication Skills

1. Communication Styles 4. Observation Skills

7. Teamwork Skills

2. Listening Skills

5. Reading Skills

8. Leadership Skills

3. Speaking Skills

6. Writing Skills

Employees often spend the majority of their day engaging in some form of communication. They correspond with each other. They provide information as well as obtain it from customers. Employees who lack ability in verbal and non-verbal communication skills are often unable to improve their personal and professional growth. Business leaders estimate that deficits in these skills can cost employers millions of dollars every year in lost output because of errors. This training module is intended to help workers advance their communication abilities.

Problem Solving Skills

1. Problem Solving Approaches

2. Decision Making Abilities

3. Managing Conflict

Solving problems consists of the procedure of closing an apparent gap between what is and what should be. Within the workplace, problems inside of groups are obvious when output or productivity is not what it should be, when communication and collaboration seem to be lacking, or when conflict becomes visibly out of control. This training module will focus on individual and group problem-solving skills.

Information Technology

1. Basic Computer Abilities

2. Use of the Internet

3. Job Searching

4. Electronic Business Exchanges

5. 21st Century Technology

Learning technology is very important in planning HRD workers for the 21st century office. Information Technology lessons will test employees o think seriously about learning computer tasks. These tasks will entail them locating, selecting and managing information. It will require them to explore ideas, solve troubles and derive connotation. It will be necessary for them to state ideas and trade information. They will also be required to apply computer skills in order to solve problems. Learners will utilize the skills which include all of the core competencies of the HRD program (HRD Core Training Components, n.d.).

Program Evaluation

The reason for program evaluation is to look at the continuation and success of a Human Resource Development (HRD) Program as a critical aspect in the techniques and approaches used to develop human capital. HRD program goals often center on giving employees training and learning proposals that are needed in order to successfully perform their current job duties. The normal structure that is used to evaluate HRD programs and activities is typically carried out through the constant training, continuous planning in order to meet the needs and evaluate the results (Human Resources Development Program Evaluation Guide, 2010).

These reasons that are typically for the evaluation of HRD programs include:

Shaping association between human capital development and organizational strategic planning goals.

Determining accomplishment of training objectives.

Advancing information on how to make training program better.

Making sure that mandatory and regulatory requirements are carried out.

Evaluating training and learning activities as they relate...


This step is a beginning search that is used to get information about the program and what materials are available to personnel. The next step is to gather documented information. This procedure involves contacting officials and personnel that are providing and receiving HRD services. The next step is to understand common HRD issues or problems that might occur. This provides insights on the evaluation process. Next there must be a review of the key requirements. The evaluation of key training needs provides the necessities the evaluator will use to establish base metrics. Reviewing successful programs can help in recognizing good programs (Human Resources Development Program Evaluation Guide, 2010).


HRD is thought to go further than the traditional concepts of training and development. It looks at the way that can be use to most appropriately attain the desired outcomes and includes on-the-job training, assignments, rotations, research, tutorials, mentoring, education and learning. Not including this broader framework, most training ends up as a waste of time and money. A conventional training course is not always the most suitable method of learning. This is often seen in a situation where the potential learning that the staff member was believed to have gained is quickly lost because there was no follow up or the occasion to practice the learning and strengthen the knowledge was not present. Managers must offer staff with the chance to practice and discuss what they have been taught. The follow up to education necessitates that both managers and staff have a plan on how this will be done. Forward planning often guarantees that knowledge is not lost. Although this is important in all organizations, it is particularly true in a small company where duplicate training is usually not financially possible (Learning and development: A strategic human resource development plan, 2000).

Managers must recognize the most appropriate method that should be used for teaching. This may range from the use of conventional training courses to in-house discussions or seminar. Sometimes it is advantageous to take advantage of rotational opportunities and mentoring, so that new staff can observe more experienced staff. It should be remembered that not all learning processes cost money. Sometimes it only necessitates lateral thinking and an outlay of effort. On going education is very important part of an organization's learning inventory (Learning and development: A strategic human resource development plan, 2000). It is very important that a company work to achieve the aim of a skilled workforce. In order to do this they must be receptive to change in regards to both current and future skills gaps (Learning and development: A strategic human resource development plan, 2000).


Human Resources Development Program Evaluation Guide. (2010). Retrieved May 18, 2010,

from Web site:


Heathfield, Susan M. (2010). What Is Human Resource Development (HRD)? Retrieved May 18,

2010, from About Web site:

Development Plans for Administrative Positions. (2008). Retrieved May 18, 2010, from Auburn

Mirvis, Philip H. And Macy, Barry a. (n.d.). Accounting for the Costs and Benefits of Human

Resource Development Programs: An Interdisciplinary Approach. Retrieved May 18,

2010, from Web site:

HRD Core Training Components. (n.d.). Retrieved May 18, 2010, from Web site:


Kandalgaonkar, SP. (n.d.). Coming to terms with HRD Philosophy. Retrieved May 18, 2010,


Human Resource Development. (n.d.). Retrieved May 18, 2010, from Hawaii Pacific University

Web site:

Learning and development: A strategic human resource development plan. (2000). Retrieved

May 18, 2010, from Australian Government Web site:

Sources Used in Documents:


Human Resources Development Program Evaluation Guide. (2010). Retrieved May 18, 2010,

from Web site:

Web site:

Cite this Document:

"Human Resources HRD Development Program" (2010, May 18) Retrieved October 3, 2022, from

"Human Resources HRD Development Program" 18 May 2010. Web.3 October. 2022. <>

"Human Resources HRD Development Program", 18 May 2010, Accessed.3 October. 2022,

Related Documents
Human Resource Management Equal Employment
Words: 2578 Length: 8 Pages Topic: Careers Paper #: 84657250

Advice is given to supervisors on how to correct poor appearance and employee misconduct. In these instances, progressive guidelines and other requirements must be taken into account the completing disciplinary actions and in resolving employee grievances and appeals. Information is given to employees to encourage a better understanding of management's goals and policies. Information is also given to employees in order to assist them in improving poor performance, on

Human Resource Management the First
Words: 2206 Length: 8 Pages Topic: Careers Paper #: 12232163

Another valuable lesson is pegged to the necessity to select and hire the most suitable staff members. Then, the equal employment rights stimulate the researcher to adopt a more open view of cultural diversity in the workplace. Additionally, as a future application, it would even be important to remember that people of different backgrounds have different skills and abilities. Instead of striving to standardize them, the players in the workplace

Human Resource Development Human Resources
Words: 2517 Length: 8 Pages Topic: Business - Management Paper #: 69137829

However, they focus on cost efficiency and development programs can be costly. Also at this stage, it is crucial to differentiate between the various resources which are required, such as technological resources, financial resources or labor force resources (Mayhew, 2011). This specifically implies that it is necessary to recognize and accept the costs of the development program. It is for instance plausible for the program to generate operational inefficiencies

Human Resource Function in Business
Words: 1767 Length: 6 Pages Topic: Sports - College Paper #: 29752215

Human Resource Function in Business Activity 1 Strategic Human Resource Management guides organizations in constructing a base for strategic company advantage, by developing an efficient organizational design, culture and structure, systems thinking, workforce value proposition, and suitable communication strategy, as well as preparing the company for an evolving landscape, including M&As (Mergers & Acquisitions) and downturns. this discipline includes Corporate social responsibility and sustainability, particularly in connection with company values and the

Human Resources Development HRD Needs Analysis. Description:
Words: 2372 Length: 8 Pages Topic: Business Paper #: 70467372

Human Resources Development (HRD) Needs Analysis. Description: You obtain information directly uploaded material ( slides voice recording / upload audio file) HRD Manager official website company information provide company, strategy, current issues future plans assessment. Human resource development issues at RACQ Australia As the workplace changes, RACQ must also change and place more emphasis on the development of its staff members. The identified problems include an increased attention on customers and

Human Resource Development Strategies in the Ghana
Words: 2358 Length: 9 Pages Topic: Business - Management Paper #: 65527082

HUMAN RESOURCE DEVELOPMENT STRATEGIES IN THE GHANA WATER COMPANY. Human resources refer to the knowledge, skills, creative abilities, talents, aptitude, values and beliefs of an organization's workforce. The more important aspects of human resources are aptitude, values, attitudes and beliefs. But, in a given situation, if these vital aspects remain same, the other aspects of human resources like knowledge, skills, creative abilities and talents play an important role in deciding