MGMT 206 Lecture Notes - Lecture 6: Action Learning, Career Management, Performance Appraisal
A couple of key terms:
• Human resource development (HRD)
o Includes training and development, career planning and performance appraisal. The
focus is on the acquisition of the required attitudes, skills and knowledge to facilitate the
achievement of employee career goals and organisational strategic business objectives.
• Education
o Activities designed to improve the knowledge, skills and abilities of an individual.
The need for human resource development:
• Business and economic changes
• Technological changes
• Organisational changes
• Social, legal and other changes
• Changes to the nature of work
Potential EEO issues in training and development:
• Access: opportunities for training and development.
• Treatment: the way people are treated during the training and development program.
• Content: subject matter and style of presentation
• Language: presented only in English.
• Attendance: making employees attend programs they find offensive.
Strategic human resource development:
• HRD can be a platform for organisational transformation an renewal:
o Implementing a new policy
o Implementing a strategy
o Effecting organisational or cultural change
o Changing an organisations culture
o Meeting a mojo change in the external environment or solving particular problems.
Some reasons for overlooking HRD or doing it badly:
• Organisations lack or have ill-defined strategic objectives.
• Top management views training and development as unnecessary.
• Organisations neglect long term considerations.
• Organisations do not analyse training and development needs.
• Evaluate of training or its absence is ignored.
HRD methods and techniques:
• It is essential to consider
o The scope of training programs
o Training beyond just the immediate job requirements
o A systematic approach to training and development, including
• Assessment
• Activity
• Evaluation
A systematic training and development model:
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Training needs analysis:
The activity phase:
• Process methods:
o Classroom activities
o Simulation
• Machine simulators
• Interactive simulation
find more resources at oneclass.com
find more resources at oneclass.com
Document Summary
A couple of key terms: human resource development (hrd) Includes training and development, career planning and performance appraisal. The need for human resource development: business and economic changes, technological changes, organisational changes. Social, legal and other changes: changes to the nature of work. Strategic human resource development: hrd can be a platform for organisational transformation an renewal: Implementing a strategy: effecting organisational or cultural change, changing an organisations culture, meeting a mojo change in the external environment or solving particular problems. It is essential to consider: the scope of training programs, training beyond just the immediate job requirements, a systematic approach to training and development, including, assessment, activity, evaluation. The activity phase: process methods, classroom activities, simulation, machine simulators. Interactive simulation: part simulations, vestibule training, management training, on-the-job experience includes, coaching, understudy assignment, mentor. Job rotations: project assignments, small site management, secondments, behaviours modelling, other activities include, action learning, competency-based training.
