This course takes delegates through human resource development (HRD), a field of study and practice that an organization can draw upon for improving its effectiveness at an individual level, group and process level and organizational systems level. This course also covers organization development (OD), a process designed to improve the effectiveness of an organization by incorporating individual, group and system level requirements. HRD and OD consider how the wider contextual environment impacts on the organization’s need to manage change effectively. Combining the foundational theoretical disciplines and practical hands on skills, the course focuses on learning interventions for improving the performance and effectiveness of organizations.

Learning Contents

  1. Defining Human Resources Development
  • The Evolution of HRD
  • Strategic HRD
  • The Relationship between HRD and Human Resources Management
  • HRD Functions
  • Roles and Competencies of HRD Professionals
  1. Learning and HRD
  • Defining Learning
  • Learning and Instruction
  • Maximizing Learning
  • Individuals Differences in Learning
  • Learning Strategies and Styles
  • Recent Developments
  1. Organization-Wide Learning Issues
  • The Theory of the Learning Organization
  • The Learning Organization in Practice
  1. Assessment of HRD Needs
  • Defining Needs
  • Strategic/Organizational Analysis
  • Task Analysis
  • Person Analysis
  • The HRD Process Model Debate
  1. Designing and Implementing Effective Training
  • Determining Objectives
  • Developing Content
  • Training Methods
  1. Evaluating Training Programs
  • The Purpose of Evaluation
  • Frameworks of Evaluation
  1. Employee Socialization and Orientation
  • Defining Socializationü Perspectives, Methods, Programs
  1. Performance Management and Coaching
  • Defining Coaching
  • Coaching and Performance Management
  • Coaching Methods
  • Coaching Skills
  1. Employee Counselling Services
  • Defining Counselling
  • Employee Assistance Programs
  • Stress Management Interventions
  • Employee Wellness and Health Programs
  • Issues in Employee Counselling
  1. Career Management and Development
  • Defining Career
  • Life Cycle and Careers
  • Models of Career Development
  • Career Management
  • Roles in Career Management
  • Practices and Activities
  • Issues in Career Development
  1. Management Education and Development
  • Defining Management Development
  • The Nature of Managerial Work
  • Management Education
  • Management Training
  • Personal/Self Development
  1. Organization Development and Change
  • Defining Organization Development OD
  • OD and Planned Change
  • The OD Process
  • Contemporary OD
  1. Job requirements
  • The role and importance of jobs
  • Relationship of job requirements to HRM functions
  • Job analysis
  • Job design
  1. Human resources planning and recruitment
  • Human resources planning
  • Recruiting within the organization
  • Recruiting outside the organization
  • Recruitment of protected classes
  1. Selection
  • Matching people and jobs
  • Sources of information about job candidates
  • The employment interview
  • Employment tests
  • Reaching a selection decision
  1. Career development
  • Phases of a career development program
  • Career development programs for special groups
  • Personal career development
  1. Appraising and improving performance
  • Performance appraisal programs
  • Performance approval methods
  • Appraisal interviews
  • Improving performance
  1. Safety and health
  • Legal requirement for safety and health
  • Creating a safe work environment
  • Creating a healthy work environment
  • The management of stress
  1. The dynamics of labor relations
  • The labor relations process
  • Structures, functions, and leadership of labor unions
  • Government regulation of labor relations
  • Labor relations in the public sector
  • Contemporary challenges to labor organizations
  1. Legal and Ethical Issues and Practices Related to Human Resources
  • Historical Perspectives
  • Ethical Issues
  • Personal and Organizational Ethical Practices

Way forward After the Training

Participants will develop a work plan through the help of facilitators that stipulates application of skills acquired in improving their organizations. ASPM will continuously monitor implementation progress after the training.

Training Evaluation:

Participants will undertake a simple assessment before the training to gauge knowledge and skills acquired and another assessment will be done after the training in-order to monitor knowledge gained through the training.

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