What is Human Resource Development?
Human Resource Development (HRD) by definition is both a field of discipline and a professional field of practice. In practice, it is a process within the organization that encompasses Training and Development (TD) and Organization Development (OD). Training and Development refers to the harnessing of human expertise in order to improve performance, and Organization Development refers to the empowering of the organization so that it can take advantage of its human capital. TD when alone, can result in untapped human knowledge and skills. OD alone, on the other hand, can result in an oppressed and frustrated workforce. Thus, it is the aim of HRD to make TD and OD fit together with each other in order to provide a strong foundation for the workforce. As such, it seeks to improve or develop and deliver expertise to enhance the performance of individuals in their jobs, team and organizational process in a given organization. To accomplish this, there are three areas on which Human Resource Development training is focused, namely; the improvement of human relations within the workplace, improvement of work processes, and systematic performance-based training. These three areas correspond to the core beliefs of HRD as a discipline which will be discussed below.
The Core Beliefs of Human Resources Development
- Organizations, no matter the size, are all human created entities that are dependent upon human expertise to institute and accomplish goals. This means that humans are assets that need to be taken care of and their expertise harnessed and not just things to be exploited. How they accomplish their goals in the organization is dependent on how their expertise is maximized during their career.
- HRD processes can and will develop and maximize human expertise to benefit both the sponsoring organization and the individual involved both for the short and long duration. The maximization of human expertise is geared not only to benefit the organization but for the person him/herself. It should seek to improve his/her value as a human being.
- HRD professionals are persons supporting the idea of individual, groups and work processes, and organizational integrity. From the previous core beliefs, it can be said that those who are working as HRD professionals are persons who believe and have a strong sense of integrity.
Human Resource Training and Development – The Key to Employee Retention
- Provide higher responsibilities by expanding the job. This way, the employee will learn new things and will experience growth. This is a very effective way to ditch boredom because the job will cease to be a routine.
- Be mindful of people’s strength and weaknesses. If you can sense that an employee is not effective with the current job description, reassign it to someone else and let that employee do what he/she does best instead.
- Allow the employee to self-manage and make independent decisions. You can do this by giving more authority. This will give the employee a sense that he/she is being trusted and valued and this is a very good self-esteem booster.
- Invite the employee to contribute inputs when planning and making a company-wide council. This will give the employee a sense of importance because you are sending the message that their ideas matter to you.
- Another way to make an employee feel important is to provide him/her with a bank of information. You can do this by making him/her join specific mailing lists geared towards a certain aspect in the organization. As your confidence in the person grows, you can even let him join in some company briefings.
- Let the employee establish some goals or milestones and ask him/her to create a report of his/her accomplishment. This will give him/her the idea that you are interested in his/her productivity.
- To keep the employee growing, let him/her train with other roles and responsibilities within the organization. You can allow him/her to train others so that he/she can impart the skills that he/she has acquired.