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    HRD 4

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    Dr-Shefali Garg
    The document discusses the roles and competencies of HRD professionals. It identifies three foundational competency areas for HRD professionals and four key roles they may take on. Specific HRD job roles are defined, such as executive/manager, HR strategic advisor, and learning program specialist. Each role is described in terms of its responsibilities. Challenges for HRD professionals are meeting business needs through learning and fostering growth in changing workplaces. Implications for preparing HRD practitioners include foregrounding context of practice and equipping them to manage change.

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    HRD 4

    Uploaded by

    Dr-Shefali Garg
    664 views17 pages
    The document discusses the roles and competencies of HRD professionals. It identifies three foundational competency areas for HRD professionals and four key roles they may take on. Specific HRD job roles are defined, such as executive/manager, HR strategic advisor, and learning program specialist. Each role is described in terms of its responsibilities. Challenges for HRD professionals are meeting business needs through learning and fostering growth in changing workplaces. Implications for preparing HRD practitioners include foregrounding context of practice and equipping them to manage change.

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    hrd

    Original Title

    hrd 4

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    The document discusses the roles and competencies of HRD professionals. It identifies three foundational competency areas for HRD professionals and four key roles they may take on. Specific HRD job roles are defined, such as executive/manager, HR strategic advisor, and learning program specialist. Each role is described in terms of its responsibilities. Challenges for HRD professionals are meeting business needs through learning and fostering growth in changing workplaces. Implications for preparing HRD practitioners include foregrounding context of practice and equipping them to manage change.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    664 views17 pages

    HRD 4

    Uploaded by

    Dr-Shefali Garg
    The document discusses the roles and competencies of HRD professionals. It identifies three foundational competency areas for HRD professionals and four key roles they may take on. Specific HRD job roles are defined, such as executive/manager, HR strategic advisor, and learning program specialist. Each role is described in terms of its responsibilities. Challenges for HRD professionals are meeting business needs through learning and fostering growth in changing workplaces. Implications for preparing HRD practitioners include foregrounding context of practice and equipping them to manage change.

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    Module 1

    Session 4
    The HRD Profession: Roles,
    Competencies and Challenges
    Role & Competencies of HRD Professionals
    ▶ Three areas of “foundational” competencies needed by all
    HRD professionals: personal, interpersonal, and business/
    management
    ▶ Use to develop particular areas of expertise.

    ▶ Finally, the four key roles for HRD professionals: learning


    strategist, business partner, project manager, and
    professional specialist
    Competency Model ( Werner and De Simone (2007)
    HRD Jobs/Roles
    ▶ Executive/Manager
    ▶ HR Strategic Advisor
    ▶ HR Systems Designer/Developer
    ▶ Organization Change Agent
    ▶ Organization Design Consultant
    ▶ Learning Program Specialist

    ▶ Source: Werner and De Simone, 2007)


    HRD Professional as a Executive/Manager

    ▶ Instructor/Facilitator
    ▶ Individual Development and Career
    Counselor
    ▶ Performance Consultant (Coach)
    ▶ Researcher
    ▶ Integrates HRD with organizational goals
    and strategies
    ▶ Promotes HRD as a profit enhancer
    ▶ Tailors HRD to corporate needs and budget
    ▶ Institutionalizes performance enhancement
    HRD Professional as a strategic Advisor
    ▶ Integrates HRD with organizational goals and
    strategies
    ▶ Promotes HRD as a profit enhancer
    ▶ Tailors HRD to corporate needs and budget
    ▶ Institutionalizes performance enhancement
    HRD Professional as a strategic Advisor
    ▶ Consults with corporate strategic thinkers
    ▶ Helps to articulate goals and strategies
    ▶ Develops HR plans
    ▶ Develops strategic planning education and training
    programs
    HRD Professional as a HR Systems
    Designer/Developer
    ▶ Assists HR manager in the design and
    development of HR systems
    ▶ Designs HR programs
    ▶ Develops intervention strategies
    ▶ Plans HR implementation actions
    HRD Professional as a Organization Change Agent
    and design Consultant
    ▶ Develops more efficient work teams
    ▶ Improves quality management
    ▶ Implements intervention strategies
    ▶ Develops change reports

    ▶ Develops more efficient work teams


    ▶ Improves quality management
    ▶ Implements intervention strategies
    ▶ Develops change reports
    HRD Professional as a Learning Program Specialist
    ▶ Identifies needs of learners
    ▶ Develops and designs learning programs
    ▶ Prepares learning materials and learning aids
    ▶ Develops program objectives, lesson plans, and
    strategies
    HRD Professional as a Instructor/Facilitator
    ▶ Presents learning materials
    ▶ Leads and facilitates structured learning
    experiences
    ▶ Selects appropriate instructional methods and
    techniques
    ▶ Delivers instruction
    HRD Professional as Individual Development and
    Career Counselor
    ▶ Assists individuals in career planning
    ▶ Develops individual assessments
    ▶ Facilitates career workshops
    ▶ Provides career guidance
    HRD Professional as Performance Consultant (Coach)
    ▶ Advises line management on appropriate
    interventions to improve individual and group
    performance
    ▶ Provides intervention strategies
    ▶ Develops and provides coaching designs
    ▶ Implements coaching activities
    HRD Professional as Researcher
    ▶ Assesses HRD practices and programs
    ▶ Determines HRD program effectiveness
    ▶ Develops requirements for changing HRD
    programs to address current and future
    problems
    Challenges for HRD Professionals
    ▶ What is driving HRD practices organisational settings ?

    ▶ Meeting business needs through learning


    ▶ Fostering individual employee growth and
    development
    ▶ Fostering the development of a learning
    organization through learning
    Challenges for HRD Professionals
    ▶ Challenge 2: The changing nature of workplaces
    ▶ Organizational change responses for achieving competitive
    positioning
    ▶ Core organizational competencies for the information age
    ▶ Workplaces and work roles as sites and sources of
    significant Learning
    ▶ Common HRD practices
    ▶ Perceptions of recent and anticipated changes
    ▶ Skills and understandings Needed for HRD Practice
    Implications for Preparation of HRD Practitioners
    ▶ Foreground the Context of Practice
    ▶ Address Traditional Training Areas Such as Presentation,
    Program Design, Needs Analysis and Training Evaluation
    ▶ Foster Capacity of HRD Practitioners to Become Managers
    of Change
    ▶ Provide Some Focus on Competency-based Training,
    Workplace Assessment and Performance Assessment
    ▶ Equip Practitioners to Prepare Employees for New Forms of
    Career Planning

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