Human Resource Development (HRD) which is any process over the activity that is of a short term or over the long term. It has the potential to develop the work-knowledge, expertise, productivity, and satisfaction of the adults. It focuses on benefiting the personal as well as the group. Additionally benefits the organization, community and the whole of humanity. In the Human Resource Development framework, there are four stages which consisted of Need assessment, Design, Implementation and lastly the Evaluation.
Before we choose what a suitable Human Resource Development training program for the students, Firstly, we have to identify their needs in which need assessment come to place. Need assessment is a process in which the Human Resource Development needs are identified and is articulated. In the nut shell, identifies the potential problems and skills and better way to do perform the work successfully as well as the effectiveness in reaching the goals.
As such, we come out with the questionnaires survey to have a better understanding of the students’ perception, opinions and their preference. Questions such as what is your preference colour, what are your learning styles and techniques and what kind of learning activity will you prefer?
The right side of the survey is that it is cost effective as it does not have to spend lot of money in getting the survey done. Secondly is that is easy to administer and control. Thirdly is that surveys are very useful in describing the characteristic of a large population overall as there is no other research method that can have such a broad capacity provided. This would ensure that accurate sample is gather which is important for drawing the conclusion and make wise decision of what trainin...
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...getting to inform the audience that they would be videoed. The helpers are proactive as they took the initiative to give assist to the audience which shows the enthusiasm and motivation in completing the task. With the used of the simple audiovisual video to show the step by step to the audience, it make is easy for them to follow conjunction with the help of the facilitators and helpers. In addition, the facilitator would ask the audience to raise the green indicator to show that they have finished a step before proceed to the next step. This is to ensure that everyone is on the same step and complete the activity at the same time. The downside in the implementation stage is that the time management needs to be improve as we have exceeded the given timing of fifteen about one to two minutes. This is cause by spending too much time in the first step of the activity.
2013). The successful performance of an organisation depends upon the quality of their human resources and how HR is used to further the organisations strategic plan (Mohammed et al. 2013). It is recognised that the quality of an organisations human resources depends upon the extent of knowledge that they have acquired through training and education as well as their motivational level (Mohammed et al. 2013). Staff that is well trained, offered professional development opportunities and a career path have an emotional reason to stay with the company long term, thus allowing the organisation to recoup the money that has been invested in training. RNC staff historically have not been provided with training for their roles or offered professional development. This has meant that the organisation has not managed to attract skilled employees. Instead employees have been put into their roles with no training or support which has seen the organisation suffer with a reduction in community members attending the centre and not meeting their funding agreement. A review of the HRDNI for RNC will identify areas that require improvement as well as forming a useful tool to be used in conjunction with their strategic plan. Delahaye (2011) says that despite the importance of a needs analysis, many organisations do not perform them as frequently or as thoroughly as they should. A needs analysis is
The Human Resources department is dedicated to hire and build an excellent team with a great teamwork and leadership. As one of the most important strategies of the business is the innovation of their products, it is needed people who can add value to the company through its diversity, innovation and entrepreneurial spirit, in a competitive and fun environment.
M.D. Arnold once said, “A good leader leads the people from above them. A great leader leads the people from within them.” Reading this quote always reminds me of my decision to go into the Human Resource Management and Development field. It reminds me of what being in a leadership role is all about and how the wrong kind of leadership influence can potentially break or corrupt an organization. Ever since I can remember, I have always been the friend who others felt comfortable enough to speak to about their issues. I have always been the student who tries to find different methods to learn. I have always been the employee who makes sure my peers feel comfortable with the work given to them. I have always been a leader.
According to Rossett (1995), needs assessment is the "initial pursuit of information about a situation" (pg. 183) in order to provide trainers insight into "what is needed to improve performance" (pg. 184). Conducted at the beginning of any training or development process, needs assessments are intended to identify gaps between what should be happening and what is actually happening (Rossett, 1987).
To this end, Survey research being one of the types of quantitative approach will be used. Survey research is the systematic gathering of information from respondents for the purpose of understanding and/or predicting some aspects of the behavior of the population of interest. With respect to the type of survey, In-person interviews will be adopted. An in-person interview consists of an interviewer asking the respondent questions in a face-to-face situation. The interview may take place at the respondent's home or
Focusing on surveys and questionnaires, and quantitative research methods, it varies on the person getting questioned as to which method they prefer. Some individuals may prefer to fill in a questionnaire, as it is quick and simple for them, whereas someone else would rather have a face-to-face interview because they may find questionnaires to complicated. Giving people the choice gives the more chance of getting a response overall. It is important that the researchers are aware of the advantages and disadvantages because they will then be aware of what method to use, and will know what method is best to use. It is also an advantage to work with experienced researchers in order to find out the best results.
The Advantages and Limitations of Social Surveys in Sociological Research To survey something, is to carry out a systematic overview so that a researcher can produce a comprehensive general report on it. Survey method is often used by positivist sociologists seeking to test their hypotheses, and to investigate causes and examine variables. As with every other sociological research, survey has its own advantages and limitations. Positivist research, which is in the scientific tradition, begins with a hypothesis that can be either confirmed or rejected according to the data collected. One of the significant advantages of survey method is that, it can be used to collect data that is a representative of a larger population.
I am interested in pursuing a second master’s degree because I found a career path that I am very passionate about. I have strategically aligned myself with the right combination of education and experience to develop and grow my career as a Human Resources (HR) professional and this strategy has been the key to my current success. Applying to the Masters of Professional Studies (MPS) Human Resources Management (HRM) program is the next step in becoming even more successful within my field because I plan to work as a Vice President of International Development and Workforce Planning. I believe Yale is a fit for my career goals because with a concentration in International HR the core courses offered in the program will help me improve my strategic thinking and theoretical experiences that will overflow into my practical experience.
Provide written reflection on your own current skills and competencies against professional standards and organizational objectives given in the scenario. [1.1]
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. (1)
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
Furthermore, Human Resources Development develops competencies at four levels: at individual level are made aware of their roles and what is expected of them, so that they are able to improve their skill and attitudes accordingly. At the dyadic level, stronger employer-employee relationships are developed more trust, help and mutuality. At group, task groups or committees are made more effective by developing collaboration in their intergroup relationship. At organisational level, development of competencies involves the development of self-renewing mechanisms in the organisations which enable it to adjust to change in its environment and to be proactive. Also, Human Resources Development is a continuous process: organisation can facilitate the development process by planning for it, by allocating organizational resources for the purpose, and by creating an Human Resources Development philosophy. And the last one, the ultimate objective of Human Resources Development is to contribute to the professional well-being, motivation and pride of employees and develop the most superior workforce so that the organization and individual employees can achieve their work goals in service to
HRM comprises a set of policies designed to maximize organizational integration, Employee commitment, flexibility and quality of work. (Guest, 1987) as cited by (Armstrong, 2009) this statement entails that HRM function has policies to guide its activities, if these policies are well integrated with the strategy of the organization, it can enhance employee commitment and result in quality of work, as cited by (Armstrong, 2009) that the overall purpose of human resource management is to ensure that the organization is able to achieve success through people, however the function of HRM is affected by several other factors, this essay will look at three Internal and external environmental factors affecting HR Specialist.
In our study we do survey through questionnaire, because through the questionnaire we can get proper information of our study from parents of the children and questionnaire is also appropriate way to collect the data from parents in our study.