Effective Human Resource Development
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Human Resource Talent Development
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Author : Ronald R. Sims
language : en
Publisher: IAP
Release Date : 2023-01-01
Human Resource Talent Development written by Ronald R. Sims and has been published by IAP this book supported file pdf, txt, epub, kindle and other format this book has been release on 2023-01-01 with Business & Economics categories.
The rapidly transforming environment that we live in has made human resource development (HRD) all the more necessary for the success of today’s organizations. HRD initiatives help their organizations by developing employees who assist their organizations in not only surviving, but thriving in our increasingly global world. Today’s best practice or benchmarked organizations and their HRD professionals continue to recognize the importance of employee learning, knowledge, skills and motivation to organizational success. This recognition increasingly opens many doors as organizational leaders accept the fact that HRD initiatives can be used to ensure that organization members have what it takes to successfully meet the demands that confront them and their organizations. This book takes the position that HRD can demonstrate how their initiatives help to develop a superior workforce so that the organization and its individual employees can accomplish their strategic and operational goals in service to their clients or customers. This book is written with the belief that HRD professionals have many opportunities to learn, change and find ways both in and outside of the workplace to contribute to the development of learning organizations as we move further into the 21st century. A major point of this book is that HRD will continue to become more and more important to organizational success when one considers the increased responsibilities HRD professionals have taken on during and post- the COVID pandemic. The primary audience for this book is practicing HRM and HRD professionals, and other organizational leaders. The book provides proven ideas important to demonstrating the value of HRD. From a practical viewpoint, it is based on actual experience, a strong research base, and accepted practices presented in an easy to read form. A second target audience is students of HRD and HRM who are preparing for careers in this important field. This book will help them develop a solid foundation to the study of HRD practices or initiatives that are key to HRD success regardless of the type of organization. A third target audience is managers or leaders at all levels of an organization who are expected to take on a number of HRD responsibilities (e.g., as trainers, coaches, mentors, change agents, and so on) while regularly partnering with HRD professionals. It offers these individuals a firsthand look at what they should expect of their HRD functions or areas and how they can effectively work with HRD professionals in their organizations to achieve the organizations strategic goals by getting the most out of its human people.
Human Resource Development
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Author : Juani Swart
language : en
Publisher: Routledge
Release Date : 2005
Human Resource Development written by Juani Swart and has been published by Routledge this book supported file pdf, txt, epub, kindle and other format this book has been release on 2005 with Business & Economics categories.
This text reflects organizational realities and integrates the coverage of individuals, teams and organizational learning. Each chapter provides the reader with commentary, activities and review sections in an integrated approached, important for practising managers.
Strategic Human Resource Development
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Author : Jim Grieves
language : en
Publisher: SAGE
Release Date : 2003-01-15
Strategic Human Resource Development written by Jim Grieves and has been published by SAGE this book supported file pdf, txt, epub, kindle and other format this book has been release on 2003-01-15 with Business & Economics categories.
`I thoroughly enjoyed this book which is well-argued, well-structured and superbly referenced. It will be of value to those studying change and strategic management and human resource development at masters level.... Whether it heralds a new approach to organizational change for the new century remains to be seen but it most certainly demolishes many of the recipes of the final part of the last one!′ - The Leadership & Organization Development Journal By challenging the reactive, prescriptive and formulaic theories of late 20th century change management, Strategic Human Resource Development seeks to draw the boundaries for a new discipline that views change as an internal and proactive approach to organizations. As middle managers, supervisors and team leaders become increasingly involved in change, they need to learn how to become proactive by developing change from within. Leadership, strategy and critical thinking are today no longer simply the prerogatives of the top team. Strategic Human Resource Development provides a new perspective on managing change for the 21st century. In doing so, it promotes a more enlightened, ethical and skills-focused vision of change management by placing human resources back where they belong - at the forefront of the change agenda. This book is designed to show these skills to students at the master′s level of change management, strategic management and human resource development.
Human Resource Development
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Author : David M. Harris
language : en
Publisher: Harcourt Brace College Publishers
Release Date : 1994
Human Resource Development written by David M. Harris and has been published by Harcourt Brace College Publishers this book supported file pdf, txt, epub, kindle and other format this book has been release on 1994 with Business & Economics categories.
Strategic Human Resource Development Concepts And Practices
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Author : Kesho Prasad
language : en
Publisher: PHI Learning Pvt. Ltd.
Release Date : 2012
Strategic Human Resource Development Concepts And Practices written by Kesho Prasad and has been published by PHI Learning Pvt. Ltd. this book supported file pdf, txt, epub, kindle and other format this book has been release on 2012 with Employees categories.
In today's corporate world, employee management is first and the foremost concern of any organization. An organization can easily churn out the best out of their employees by improvising the strategic development within the human resource norms. This book comprehensively discusses the strategic management functions that are designed to meet the business objectives effectively. This textbook explains the concepts of human resource management (HRM) and human resource development (HRD), and shows how they supplement and complement each other. The book explicates how sourcing, retention, development, compensation and performance are driven by the strategic business needs in an organization. Divided into four parts, the book explicates strategic developmental aspects of the people (training and development) vis-á-vis organizational behaviour, culture and leadership as well as primacy of technology in training as well as the concepts of human resource management and human resource development. The special feature of this book is a chapter on Competency Mapping, which is a tool to identify accurate skills for developing competency requirement within the employees.
Human Resource Development Successful Elements
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Author : Johnny Ch Lok
language : en
Publisher: Independently Published
Release Date : 2019-03-11
Human Resource Development Successful Elements written by Johnny Ch Lok and has been published by Independently Published this book supported file pdf, txt, epub, kindle and other format this book has been release on 2019-03-11 with Business & Economics categories.
Talent plan has three components: talent gaps mean HR works with business management levels. Once a year to identify which leadership, management and functional skills are needed, how those roles and responsibilities and whether the talent processes are producing people who will be able to solve these skill gaps; talent supply means most of the focus is on management trainees and a smaller porportion of people who are recurited mid-career; talent development means recruiting high-potential individuals at the start of their careers and taking them through a structured development programme.Talent strategy means how senior leaders can identify the capabilities that help achieve the company's strategy strategic objectives and provide a competitive effort. These capabilities are not just tactical or operational skills, which although important, do have as much of an impact on business performance and profit. Operational management or senior levels and the talent management team then break down each capabilities into parts, such as specific skills, knowledge and expertise. They look at how these skills sets enable each business unit to deliver their part of the strategic plan.This analysis should indicate the roles where knowledge and expertise are needed for maximum business value. There are not automatically senior leadership or management values. They also extend to technical and specialist roles or to previously overlooked roles, e.g. positions within the organization that help sure that expertise from one part of the business. Part of review many necessitate a fresh look at knowledge management processes across the business. The HR team should also review its own ways of working and thinking o make sure that its processes for recruitment, selection, learning and development, appraisal, reward and recognition and concentrates on the skills, cultural values and behaviors most critical to business performance.Talent review aims to assess how well employees are performing currently in the critical roles, identified by the strategic review, and their potential to move into more demanding roles. Some of the required data will be held centrally by HR, but almost certainly, the team carrying out the review will need to speak directly to operational and line managers to get feedback about the performance and potential of key individuals.At part of the review, gap analysis will help identify gaps in skills necessary to carry out the business's strategy and plans and whether any critical roles are unfilled. Succession planning is a important factor here as it may well be that insufficient numbers of potential successors have been identified for certain critical roles. A talent based gap analysis main aim is to focus on hiring and/or training needs as part of a talent strategy, it is the company's strategic planning process. It draws ona wide source of data, both internally and externally. It looks at strategic needs both current and future, and makes judgements about operational needs.This analysis determines whether the right talented people are in the right position at the right time. These three factors will influence whether talent planning needs to be improved. For example, right people, but wrong time, it means that people who might not be being used currently because of ao downturn in markets, but who the organization does not want to lose as it takes too much time and money to replace them when demand increases. The organization must therefore determine its strategy for retaining and motivating them; wrong people means that people are not employed to perform the work .
Human Resource Development
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Author : Eugene Sadler-Smith
language : en
Publisher: SAGE
Release Date : 2021-10-13
Human Resource Development written by Eugene Sadler-Smith and has been published by SAGE this book supported file pdf, txt, epub, kindle and other format this book has been release on 2021-10-13 with Business & Economics categories.
Combining theoretical rigor, practical relevance and pedagogical innovation, Human Resource Development: From Theory into Practice is an essential resource for students working towards a career in human resource development (HRD), human resource management (HRM), occupational and organizational psychology, and related areas of business management and organization. Key features: • Aligns with the CIPD Professional Standards and the CIPD’s Level 7 Diploma in Learning and Development. • Covers all the basics in the fundamentals of HRD theory and practice, as well as cutting-edge topics such as the e-learning, ‘hybrid learning’, neuroscience and learning, ‘learning ecosystems’, and the ‘new learning organization’ science of learning. • Follows a unique framework based on the a distinction between ‘micro-HRD’, which zooms-in on the fine detail, meso, and ‘macro-HRD’, which zooms-out to look at the bigger picture. • Includes a rich array of research insights, case studies and examples from a wide range of contexts. • Offers a variety of learning features, including ‘perspectives from practice’ and ‘in their own words’, which help to bridge the gap between theory and practical application. This up-to-date and authoritative textbook is accompanied by a comprehensive instructor’s manual and PowerPoint slides to support lecturers in their teaching.
Strategic Human Resource Management And Development
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Author : Richard Regis
language : en
Publisher: Excel Books India
Release Date : 2008
Strategic Human Resource Management And Development written by Richard Regis and has been published by Excel Books India this book supported file pdf, txt, epub, kindle and other format this book has been release on 2008 with Personnel management categories.
Strategic Human Resource Management has been a topic familiar to many. But this book approaches the same topic in a current global economy with so many Indian business houses venturing into acquiring global giants and establishing themselves atop of the world of business in our growing economy. This means that with electronic communication making the world into a global village and virtual organizations and learning having made the distinction between 'place' and 'space' not a matter of importance, strategies to be adapted by the HR professionals should be totally new. That is where this book is having a new approach to SHRM. It is interspersed with contemporary Indian cases and experience to fall back on to illustrate the different strategies HR has to play as a business partner. Issues in employee privacy in case of virtual organizations have been vividly dealt with. Gone are the days of the fire-fighting role of HR professionals. They are required to play a vital role being part of the business strategy not only at the domestic arena but also in the global business. Challenges involved in building multicultural organizations, cross border merger and acquisition and repatriation and outsourcing are topics that are significant in the local as well as the global human resource management which are discussed extensively. The book explains career planning and development and compensation packages in the context of competencies and balanced scorecard. When speed and alacrity are demanded of all the employees to stay ahead of competition, the employees are required to put in extended hours and work in a stressful environment. Hence, the new-era HR professional has to resort to developmental activities through mentoring, coaching, counseling, stress management and emotional balance. The book is divided into five parts. Apart from the stories narrated within the text of the book, and some exercises, there is a separate section of cases at the end of the book to augment the concepts narrated in each part. It would not only fully meet the requirements of MBA students but would also give new direction to the practicing HR professionals.
Human Resource Management
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Author : Prakash Talwar
language : en
Publisher: Gyan Publishing House
Release Date : 2006-07
Human Resource Management written by Prakash Talwar and has been published by Gyan Publishing House this book supported file pdf, txt, epub, kindle and other format this book has been release on 2006-07 with Personnel management categories.
Human Resource Management (HRM) is the effective use of human resources in order to enhance organizational performance. The HRM function includes a variety of activities, and key among them is deciding what staffing needs the establishment have and whether to use independence contractors or hire employees to feel these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring the personnel and management practices conform to various regulations. Managing human resources is increasingly recongnised as a central challenge in international settings. This book offers many insights into the possibilities of creative response to the challenges. It provides an understanding of the theoretical foundation and the practical implications of international approaches to human resource management. It will be highly informative to practicing managers, students and teachers in various management courses.
Human Resource Development Successful Factors
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Author : Johnny Ch Lok
language : en
Publisher: Independently Published
Release Date : 2019-03-07
Human Resource Development Successful Factors written by Johnny Ch Lok and has been published by Independently Published this book supported file pdf, txt, epub, kindle and other format this book has been release on 2019-03-07 with Business & Economics categories.
Recruitment, selection and talent management stages include: Internal factors and external factors bring to workforce planning staffing needs options: internal via external brings to recuritment attraction via sources brings to applicant pool brings to selection assessment brings to job performance measurement brings to job analysis brings to workfoce planning staffing needs opinions in cycle processing again.Capable people who will apply for jobs within a organization. First, there is a need to attract people's interest in applying for employment. It implies that people have a choice about which organizations they wish to work for, even though during times of recession such choices might be limited. People may be capable of fulfilling a role in employment, but the extent to which this will be realized is not totally predictable. How capability is understood is increasingly determined by an organization's approach to talent management and development.Under different labour market conditions, power in recruitment process will change between buyers and sellers of labour, the employers and employees respectively. Thus, in conditions of recession, employers are likely to reduce recruitment budgets and costs, paying more attention to developing the talent that has already been employed.⦁Online recruitmentBudgetary factors will also affect how recruitment channels are used, with more use of online recruitment. For example, the ageing profile of the workforce around the world requires an adjustment of recruitment policies, the use of the internet and agencies for recruitment reflected to younger applicants, whereas older workers were more dependent on formal channels of recruitment, such as newspapers and journals. In addition, there have been many more graduates leaving university, and graduate employment is becoming very competitive. Many graduates will take longer to find employment that matches ther skills. This might affect perceptions of the value to be gained from studying for a degree compared with the price of a degree.There is a difference, however, in what recruiters think is important to this generation and what the generation itself thinks . Although HR policies will be designed to achieve particular organizational targets and goals, those policies will also provide an opportunity for individual needs and be satisfied . This view assumes that a fit between a person and the environment can be found so that their commitment and performance will be enhanced.This an indication that the person to environment fit includes a person to organization fit, person to group fit and person to environment fit. If there is a match between the values within each of those areas expressed by the organization at th recruitment stage. The organization and the new recruits have a clear employees and can therefore manage those expectations.HRM could help to shape the direction of change, influence culture and help bring about the mindset that would decide which strategic issues mre considered. HR considerations, including the results of a review of the quantity and quality of people, the goals, objectives and targets whether they can achieve performance in an organization and for how work is organized into roles and jobs.There has been a rapid growth in online recuritment, e-recruitment. As a result, organizations are advised to consider the design of websites and the terms that applicants might use to carry out job and vacancy searches. The usability of a company's wesite affects an applicant's perception of a job, with a focus on hyperlinks and text rather than graphic images and navigation links. However, issues with e-recruitment, including the one-way communication system, the fact that it is impersonal and passive, and the fact that it creates an artificial distance between the individual and the company.⦁recruitment agent