GROUP 3

RODOLFO HIPONIA, JR.

JOSEPH RICHARD EA
ERWIN BLER TABOADA
ROSE ANN CAPARIÑO
WHAT IS???
• is the framework for helping employees
develop their personal and
organizational skills, knowledge, and
abilities.

• includes such opportunities as

employee training, employee career
development, performance management
and development,
coaching, mentoring, succession
planning, key employee identification,
tuition assistance, and organization
development.
THE CONCEPT OF HUMAN RESOURCE DEVELOPMENT
• Acquire or sharpen capabilities required to
perform various functions associated with
their present or expected future roles;

• Develop their general capabilities as

individuals and discover and exploit their
own inner potentials for their own and/or
organizational development purposes; and

• Develop an organizational culture in which

supervisor-subordinate relationships,
teamwork and collaboration among sub-units
are strong and contribute to the
professional well being, motivation and
pride of employees.
THE TERM HRD IS OFTEN CONFUSED WITH HRM (HUMAN
RESOURCE MANAGEMENT) – SO HOW ARE THEY DIFFERENT?
• Human resource management is mainly
maintenance oriented (admin tasks, employee
files, payroll, etc.) whereas human resource
development is learning oriented.

• Organization structure in the case of human

resource management is independent, whereas
human resource development creates a structure
that is inter-dependent and inter-related.

• Human resource management aims to improve the

efficiency of the employees, whereas HRD aims
at the development of the employees as well as
organization as a whole.
THE TERM HRD IS OFTEN CONFUSED WITH HRM (HUMAN
RESOURCE MANAGEMENT) – SO HOW ARE THEY DIFFERENT?
• Responsibility of human resource
development is given to the
personnel/human resource management
department and specifically to personnel
manager, whereas responsibility of HRD is
given to all managers at various levels
of the organization.

• HRM motivates employees by giving them

monetary incentives or rewards whereas
human resource development stresses on
motivating people by satisfying higher-
order needs.
BENEFITS OF HUMAN
RESOURCE DEVELOPMENT

• HRD (Human Resource Development) makes people more competent. HRD

develops new skill, knowledge and attitude of the people in the
concern organizations.

• With appropriate HRD program, people become more committed to their

jobs. People are assessed on the basis of their performance by
having a acceptable performance appraisal system.

• An environment of trust and respect can be created with the help of

human resource development.
BENEFITS OF HUMAN
RESOURCE DEVELOPMENT

• Acceptability toward change can be created with the help of HRD.

Employees found themselves better equipped with problem-solving
capabilities.

• It improves the all round growth of the employees. HRD also

improves team spirit in the organization. They become more open in
their behavior. Thus, new values can be generated.

• It also helps to create the efficiency culture In the

organization. It leads to greater organizational effectiveness.
Resources are properly utilized and goals are achieved in a better
way.
BENEFITS OF HUMAN
RESOURCE DEVELOPMENT

• It improves the participation of worker in the organization. This

improve the role of worker and workers feel a sense of pride and
achievement while performing their jobs.

• It also helps to collect useful and objective data on employees

programs and policies which further facilitate better human
resource planning.

• Hence, it can be concluded that HRD provides a lot of benefits in

every organization. So, the importance of concept of HRD should
be recognized and given a place of eminence, to face the present
and future challenges in the organization.
EMPLOYEE TRAINING

is a program that is designed to increase the

technical skills, knowledge, efficiency, and
value creation to do any specific job in a
much better way.
THE ADDIE FIVE-STEP TRAINING PROCESS
(ANALYSIS-DESIGN-DEVELOP-IMPLEMENT-EVALUATE)

1. Analyze the training need.

2. Design the overall training program.
3. Develop the course (actually assembling/creating the
training materials).
4. Implement training, by actually training the targeted
employee group using methods such as on-the-job or
online training.
5. Evaluate the course’s effectiveness.
FOLLOWING ARE FEW BENEFITS OF THE EMPLOYEE
TRAINING:
• 1. Decreased Accidents- If the employee is trained there are
less chances of any errors or
accidents on the job.

• 2. Better Productivity- Training of the employees enhances

their productivity as well as their
efficiency.

• 3. Improved employee morale- Training increases the job

security as well as the job
satisfaction of the employee,
which eventually results in
lesser absenteeism and job
turnover.
FOLLOWING ARE FEW BENEFITS OF THE EMPLOYEE
TRAINING:

• 4. Declined Supervision- A trained employee is well aware of

duties and responsibilities and will
need less of supervision, which will
result in less wastage of efforts and
time.

• 5. Probability of Promotion- Training equips employees with

better skills and knowledge
which makes them more
eligible for promotions.
EMPLOYEE TRAINING EXAMPLES
• BOSH TRAINING
• Compentency Training and Certifivation Program in Electrical Power System
Engineering
EMPLOYEE DEVELOPMENT
• is defined as a process where the employee
with the support of his/her employer
undergoes various training programs to
enhance his/her skills and acquire new
knowledge and skills.
EMPLOYEE DEVELOPMENT BENEFITS

Employee development is a way for a company to

develop future leaders internally rather than
having to go outside the company to hire
supervisors. This means that leaders at each
level are more familiar with the company and are
more ingrained in its culture. Committed
employees who have been internally nurtured also
tend to serve customers more effectively because
of established relationships and company
knowledge.
 5 WAYS TO IMPROVE EMPLOYEE DEVELOPMENT AT YOUR COMPANY

1) Professional Training

2) Coaching & Mentoring

3) Cross-Departmental Training

4) Develop “Soft-skills”

5) Personal development
• Career Development is the process by which employees’ progress
through a series of stage, each characterized by a different set
of development tasks, activities and relationship.

• Other definition of Career Development is an ongoing formalized

effort by an organization that focuses on developing and enriching
the organization’s human resources in light of both the employee’s
and the organization’s need.

• Another theory given the definition of Career Development is a

formal approach used by organization to ensure employees have the
desired qualifications and skills when required.
CAREER DEVELOPMENT BENEFITS

Career development ideally benefits both the

employee and the company. When companies offer
training and paid education assistance, employees
learn skills that help them advance in their
careers. This helps the employee make more money and
gain more confidence in his ability to do the job.
Companies benefit when employees enhance their
career capabilities because they gain promotable
employees. Sponsoring employee career growth can
also help a company foster more loyalty from its top
employees.
CAREER DEVELOPMENT HAS THREE MAJOR
OBJECTIVES:
• To meet the immediate and future human resource
needs of the organization on a timely basis

• To better inform the organization and the

individual about potential career path within the
organization.

• To utilize existing human resource programs to the

fullest by integrating the activities that select,
assign, develop, and manage individual careers
with the organization’s plan.
CAREER DEVELOPMENT RESPONSIBILITY
Organization’s Responsibilities:
Organization’s responsibilities are to develop and communicate
career options with organization and employee. Organization should
promote the conditions and create the environment that will facilitate
the development of individual career plans by the employees.

Employee’s responsibilities:
The individual is ultimately responsible for preparing his or her
individual career plan, experience has shown that when people do not
receive some encouragement and direction they make little progress.
Employee’s responsibilities also psychological contract is the
expectations that employees and employers have about each other.

Manager’s Responsibilities:
The immediate manager provides the guidance and encouragement.
Also manager typically evaluate employee’s readiness for job mobility.
More over managers are often the primary source of information about
position openings, training course and other development opportunities.
Mangers need to be effective in four roles, coach, appraiser, adviser
and referral agent.
CAREER DEVELOPMENT PROCESS:
Career planning is an individual and Organizational needs
and opportunities can be matched in a variety of ways.

 Career planning is the process through which employees:

• Become aware of interest, values, strengths and

weakness.
• Obtain information about job opportunities within the
company.
• Identify career goals
• Establish action plans to achieve career goals.
• Component of career development process (Career planning
system
CAREER DEVELOPMENT PROCESS:
EVALUATION DIRECTION GOAL GOAL
PROCESS PHASE SETTING SETTING

1. Evaluation Process
The objective of having evaluation is to identify the employee’s
strengths and weaknesses.
• Self Assessment
Self Assessment helps employees determine their career interest,
values, aptitudes and behavioral tendencies. In order to do self assessment
employees often use of psychological tests and the Self Directed search.
Tests may also help employees identify the relative value they place on
work and leisure activities.
• Assessment by the Organization
Organizations have several potential source of information that can
be used for assessing employees. The most frequently used source has been
the performance appraisal process. Other potential sources include
personnel reflecting information such as education and previous work
experience.
CAREER DEVELOPMENT PROCESS:
EVALUATION DIRECTION GOAL GOAL
PROCESS PHASE SETTING SETTING

2. Direction Phase
The direction phase involves determining the career desired by the
employee and the steps that should be taken in order to realize his career
objectives are:
• Reality check
Reality check employees receive information about how the company
evaluates their skills and knowledge and where they fit into the company’s
plans. Usually, this information is provides by the employee’s manager as
parts of the performance appraisal process.
• Career Counseling
Career counseling is the activity that integrates the different
steps in the career development process. Career counseling may be performed
by an employee’s immediate manager, a human resource specialist, or a
combination of the two. The most cases, it is preferable to have the
immediate manager conduct counseling with appropriate input from human
resource personnel.
CAREER DEVELOPMENT PROCESS:
EVALUATION DIRECTION GOAL ACTION
PROCESS PHASE SETTING PLANNING

3. Goal Setting
Goal setting employees determine their short and long term career
goals during this phase of the career planning process. These goals
are usually discussed with the manager and written into a development
plan.
Goal setting before individuals can engage in meaningful career
planning, they must also have an awareness of the organization’s
philosophy, but they must also have a clear understanding of the
organization’s more immediate goals. Otherwise, they may plan for
personal change and growth without knowing if or how their own goals
match those of the organization.
CAREER DEVELOPMENT PROCESS:
EVALUATION DIRECTION GOAL ACTION
PROCESS PHASE SETTING PLANNING

4. Action Planning
Actions planning during this phase, employees determine how they
will achieve their short and long term career goals. Action plans may
involve enrolling in training courses and seminars, conducting
informational interviews, or applying for job openings within the
company.
• Mentoring
A mentoring relationship has been defined as the
relationship between an experienced employee and a junior employee,
in which the experienced person helps the junior person with
effective socialization by sharing information gained through
experience with the organization. This kind of relationship is
expected to contribute to the junior employee’s instruction, job
performance, and retention.
CAREER DEVELOPMENT PROCESS:
EVALUATION DIRECTION GOAL ACTION
PROCESS PHASE SETTING PLANNING

4. Action Planning
• Job rotation
Job rotation gives employees a series of job assignments in
various functional areas of the company or movement among jobs in a
single functional area or department.
Transfer is the placement of an employee in another job for which the
duties, responsibilities, status and remuneration are approximately
equal to those of the previous job. A transfer may require the employee
to change work group, workplace, work shift, or organization unit and it
my even necessitate moving to another geographic area.

Promotion is a change of assignment to a job to a higher level in the

organization. Promotions enable an organization to utilize the skills
and abilities of its personal more effectively, and the opportunity to
gain promotion servers as an incentive for good performance. The two
principal criteria for determining promotion are merit and seniority.
CAREER DEVELOPMENT PROCESS:
EVALUATION DIRECTION GOAL ACTION
PROCESS PHASE SETTING PLANNING

4. Action Planning
• Coaching
Coaching is a peer or manager who works with an employee to
motivate him develops skill, and provides reinforcement and feedback.
• Workshops
Workshops offer experiences similar to those provide by
workbooks. However, they have the advantage of provide a chance to
compare and discuss attitudes, concerns, and plans with others in
similar situations. Some workshops focus on current job performance and
performance and development plans. Others deal with broader life and
career plans values.
• Seminars and Lectures
For top management seminars and lectures are very important
because it’s involve assembling a group of trainees and a group leader,
although seminar groups tend to be smaller than lecture audiences. In
seminars, the group’s leader generally focuses on coordinating and
motivating discussion among the group members.
• is the activity and set of
processes that aim to maintain and
improve employee performance in
line with an organization's
objectives.

• its aim is to ensure that employees

contribute positively to business
objectives.

• Refers to the processes to ensure

the organization connects mission
with the work of employees.
TWO RELATED ACTIVITIES:

1. evaluating the performance of employees

2. Helping them develop action plans to improve their

performance
 OUTCOMES OF EFFECTIVE PERFORMANCE MANAGEMENT

• 1. Clarifying job responsibilities and expectations.

• 2. Enhancing individual and group productivity.

• 3. Developing capabilities through feedback.

• 4. Align behavior the organization mission, values.

• 5. Providing a basis for making HR decisions.

• 6. Improving employee-manager communication.