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Human Resource Development,
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Indeed, a major focus today is on workplace learning and performance. Jacobs and Park define workplace learning as “the process used by individuals when engaged in training programs, education and development courses, or some type of experiential learning activity for the purpose of acquiring the competence necessary to meet current and future work requirements.”6 For our purposes, then, human resource development (HRD) can be defined as a set of systematic and planned activities designed by an organization to provide its members with the opportunities to learn necessary skills to meet current and future job demands. Focused most broadly, HRD seeks to develop people’s “knowledge, expertise, productivity, and satisfaction, whether for personal or group/team gain, or for the benefit of an organization, community, nation, or, ultimately, the whole of humanity (p. 322).”7 HRD activities should begin when an employee joins an organization and continue throughout his or her career, regardless of whether that employee is an executive or a worker on an assembly line. HRD programs must respond to job changes and integrate the long-term plans and strategies of the organization to ensure the efficient and effective use of resources. In short, while training and development activities, or “T&D” for short, constitutes a major part of human resource development, activities such as coaching, career development, team building, and organization development also are aspects of human resource development.
CengageBrain - Personal Name
6th Edition
0-538-48099-8
NONE
Human Resource management
English
2012
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