How to design and implement HRD program involving different steps
The words Human Resource Development may have been familiar to the ears of those who have applied for a job and those who have been into jobs already. Before any applicant become employed, the individual most often than not meet the Human Resource personnel. Upon hiring, the applicants are being interviewed by the HR and know what their main purpose in applying, what they’re looking for or are expecting for from the company, and know a little background from the applicant. They are the first ones who get in touch with them, they are the ones that applicants encounter during the first stage of the screening.
But, why them? Why don’t the companies ask for the management to do the job interviews and other matters regarding entertaining applicants? There may really be something special about them in the companies that they are in it.
Usually, the ones working in the Human Resource Development are graduates in the field of psychology. We usually think of them as mind-readers, right? But, they’re actually not, they’ve just studied the human behaviors and attitudes that lead them into criticizing the personality of an individual, and they are able to cope with the attitude of an individual and make adjustments in that matter. But not all members of the HRD are graduates of the said course. Sometimes, HRD can be learned formally done as classroom training, a college course, or an organizational planned change effort. At times, Human Resource Development can be informal when it happens that an employee is coached by a manager or supervisor of what to do.
Companies use the Human Resource Development program as a way for them to determine whether they are hiring an asset to the company or they are just hiring another casual employee, who may be like others who don’t stay long in their cradle and giving them, if no good at all, just a pebble of opportunities to grow.
Other companies may not use the program because they don’t believe in its influence in the company. But, the companies which use HRD program somehow undergo several steps in order to design and implement this program in their place.
Human Resource Development program does not only talk about the ones assigned in the department which conducts the interviews and other steps for the entry phase of the applicants. The HRD program is more of a development program used by companies and even by communities in order to help employees and/or the people develop their personal and organizational knowledge, skills, and abilities. Human Resource Development consists of opportunities such as employee training, career development, performance management and development, coaching, mentoring, succession planning, key employee identification, tuition assistance, and organization development. All these are developed in the program for the accomplishment of their goal of service to their customers
Usually, programs start with planning. Unlike all the others the first practical steps in designing and implanting HRD program are understanding that the planning process is greatly essential in an organized skill building, preparing the necessary resources in carrying out an effective planning process, having support, commitment, and participation from pertinent divisions. It is considered that the most important element of the process is the organizational plan, making it in the context of the human resource overall plan. After the planning phase, hiring a consultant who will help the committee to organize its work is sometimes used to get the process started. Then, the assessment and analysis phase follows in which the current and desired skills, abilities, and knowledge are identified, as well as the current and future jobs. Those who are most critical in the future will be the first ones to be addressed for the next few years while the ones who have skills needed for the longer future will be addressed for the longer future too. After having determined the skilled and less skilled ones for the long future, the goals are set prioritizing the steps that are to be taken that will make sure that the training will address the needs that are fundamental in nature first and the sequence follows a logical order. This step of the process also includes drawing up the objectives and indicators of success. Finally, evaluation draws in; using both the quantitative and qualitative data. The conductors of the trainings and the people are both essential in the evaluation. It is vital that not only the ones who conduct evaluates whether the goal had been met, but also the voice of the people and/or employees are being heard to give their evaluation of themselves.
Among all the steps that have been mentioned, there must be none of them left over. All of the steps are very much essential in designing and implementing the HRD program. Once the employees or the people have undergone all the steps and when the program was designed critically, skills, knowledge, and abilities will never be put to waste but rather, they will become nourished, making them useful not only the few years to come but for the more years to come. After all, the most essential component in an organization and a community are the people, the ones who cause success or failure.
Reference: Flo Frank and Anne Smith, 1994. Human resource planning: getting people ready, willing, & able to revitalize their community. [PDF]. Available at: < http://www.cedworks.com/files/pdf/free/P203BHR01.pdf >.[Accessed 23 May 2011].
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