Dimunge Wasantha Premakumara,

Esoft Metro Campus.

Student #00098180

E138791.

Peoples & organization. 

 Human Resource Development.

Introduction,

Human Resource Development (HRD) is the frame work for helping employees develop their personal and organizational skills, knowledge, and abilities. (Alhalboosi,2018)

Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, and organization development. (Agba,2010)

Objectives of HRD.

To enhance organizational capabilities

•To aid total quality management

•To prevent employee obsolescence

•To develop abilities and talents

•To prepare employees for higher level jobs

•To encourage individual and collective morale, sense of responsibility, cooperation and positive relationships.

Approaches to learning & development. 

Learning and development can be formal or informal and can use computer, networked and web-based technology (e-learning).

Its effectiveness is increased by joining up different methods of learning and development (blended learning) and by encouraging self-directed learning.

table 1

 Informal learning.

Informal learning is experiential learning. It takes place while people are learning on-the-job as they go along. Most learning does not take place in formal training programmers.

•People can learn 70 per cent of what they know about their job informally.

•A study by Erautet al (1998) established that in organizations adopting a learner-center perspective, formal education and training provided only a small part of what was learnt at work.

•Effective learning was, however, dependent on the employees’ confidence, motivation and capability.

•Some formal training to develop skills (especially induction training) was usually provided, but learning from experience and other people at work predominated.

Workplace learning.

•Informal learning occurs in the workplace but there are a number of specific ways in which learning can be enhanced.

•The most important of these are coaching and mentoring, but other methods are job rotation, job shadowing, bite-sized learning through e-learning, cross-functional or cross-site project work.

E-Learning system,

The Delivery and administration of Learning opportunities and support via computer, network and web based technology to help individual performance and development. E- learning enhances learning by extending and supplementing face to face learning rather than replacing it.

Development.

• Development is concerned with ensuring that a person’s ability and potential are grown and realized through the provision of learning experiences or through self-directed (self-managed) learning.
• It is an unfolding process that enables people to progress from a present state of understanding and capability to a future state in which higher-level skills, knowledge and competencies are required.
• Development takes the form of learning activities that prepare people to exercise wider or increased responsibilities.
• In development programmers there is an emphasis on self-directed learning , personal development planning (together with learning contracts) and planned learning from experience.

Training,

Training involves the application of formal processes to impart knowledge and help people to acquire the skills necessary for them to perform their jobs satisfactorily.

Training is the use of systematic and planned instruction activities to promote learning. The approach can be summarized in the phrase ‘learner-based training’.

•As Reynolds (2004) points out, training has a complementary role to play in accelerating learning:

•‘It should be reserved for situations that justify a more directed, expert-led approach rather than viewing it as a comprehensive and all-pervasive people development solution.’ 

Comparison of learning and training

Personal development,

Personal development planning is carried out by individuals with guidance, encouragement and help from their managers as required.

A personal development plan sets out the actions people propose to take to learn and to develop themselves.

They take responsibility for formulating and implementing the plan but they receive support from the organization and their managers in doing so. The purpose is to provide a ‘self-organized learning framework'

Thank You!

References

1- Agba Ogaboh  A. M., Festus Nkpoyen,  and Ushie E.  M., (2010),"  Career development  and

employee  commitment  in  industrial  organizations  in  Calabar,  Nigeria",  AMERICAN

JOURNAL OF SCIENTIFIC AND INDUSTRIAL RESEARCH, 1(2): 105-114.

2- Ahmad  Iftikhar  and  Din  Siraj  ud,  (2009),  "  EVALUATING  TRAINING  AND

DEVELOPMENT", Gomal Journal of Medical Sciences , Vol. 7, No. 2.