By Dr. John P. Wilson
The definitive consultant to human source improvement. Reflecting the altering position of teaching and studying, this distinctive textual content is the correct instruction manual for all specialist running shoes and HRD execs. sincerely based with unique sections protecting every one element of the educational cycle, the e-book additionally incorporates a part on coping with the HRD functionality. person chapters disguise such particular subject matters as: ? The grownup learner? The reflective practitioner? IT and coaching? versatile studying, and? Costing and auditing the HRD function.Readership: running shoes, HR managers, line managers accountable for education, scholars of postgraduate classes within the topic.
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Additional info for Human Resource Development: Learning & Training for Individuals & Organizations
Example text
20. Business Understanding* Cost-benefit Analysis Skill Delegation Skill Industry Understanding Organizational Behaviour Understanding* Organizational Development Theories and Techniques Understanding Organization Understanding Project Management Skill Records Management Skill Interpersonal Competencies 21. 22. 23. 24. 25. 26. 27. 28. Coaching Skill Feedback Skill* Group Process Skill Negotiation Skill Presentation Skill* Questioning Skill* Relationship Building Skill* Writing Skill* Intellectual Competencies 29.
These may be associated with particular types of expertise which are special to the organization and differentiate it from others. Some of these core competences may be contained within the systems (eg, the McDonald’s fast-food service) for which employees can be readily trained. Others (eg, medical research) may be contained within the people themselves. In considering strategic direction, it is relevant for an organization to identify its core competences and determine how these can best be taken advantage of, given various environmental factors.
The key role of the HRD specialist is not to design the structure of the organization but to provide advice into the suitability of placing people in certain types of technical systems, and the extent to which people can be trained and developed to operate within that organizational design. 5. Job design. Each job should have a clear role within the overall organizational structure. If organizational design is concerned with the macro-factors of integrating different roles and work tasks, job design is the process of identifying the range and scope of a particular job and the degree of output from that job.