Oct 13, 2015
5/22/2018 Development of Human Resources
1/26
DEVELOPMENTOF
HUMAN
RESOURCES
5/22/2018 Development of Human Resources
2/26
In the economics of work, the forward-lookingmanagement is one which provides opportunities for
development of human capital. Employees can bestbe partners in any enterprise if they are maximallydeveloped and when they reach their optimumpotential.
Human resources development is a function ofmanagement that registers, traces and insuresindividual progress through continued job
proficiency, career growth and individual guidance.Like other organization, should grow in worth so thattheir utilization reaches maximum strength andpower.
5/22/2018 Development of Human Resources
3/26
Main Objective
To develop human resources.
5/22/2018 Development of Human Resources
4/26
What is Human Resources?
a hired people whom execute his knowledge
and skills to the maximum level in suchorganization.
5/22/2018 Development of Human Resources
5/26
How to develop Human Resources?
TRAINING
CAREER PLANNING
COUNSELING
5/22/2018 Development of Human Resources
6/26
TRAINING
The training is needed when;
Substandard work performance
Decreased productivity
High wastage or scrappage of resources
Larger than expected reject rate
High accident rate
Change in employee career plans andorganization objectives, structure and staffing
Untapped potentials that are promising
5/22/2018 Development of Human Resources
7/26
Types of Training
Orientationa limited task covers only the responsibilities and
dutiesEx. TIP
On-the-job Trainingsimple and realistic giving the worker a hands-on approach to actual methods, problems and solutions.
Ex. Internship
Vestibule trainingoffered a short courses under workingconditions that approximate those in the next level.
Ex. MAED
Training for Tenured Employeesclassification of work based onthe given appointment.
Ex.Type of Employees Place of training Type of program
Operative On-site Formal
Managerial Off-site Non-formal
5/22/2018 Development of Human Resources
8/26
Note:
Operative employeesinclude the
professional, technical, rank and file group
Managerial employeesTop and middle
managers
5/22/2018 Development of Human Resources
9/26
Policies on Training
1. Institutional or individual based The selection of training can be done in institution
or individual.
2. Who selects trainees
Based on results of performance
evaluation and general employee appraisal,the immediate supervisor is the best superior
to choose individual for training.
5/22/2018 Development of Human Resources
10/26
Sample Training Questionnaire
5/22/2018 Development of Human Resources
11/26
3. Criteria for selection
My favorite part:
A common complaint among those who do notenjoy fast promotion is that management does not give itsemployees the same in-service training opportunities. Thisheard in organizations where staff development is allottedheavy weight in the list of promotion criteria. The hue and
cry of favoritism in the selection of trainees already tappedfor promotion must have some justification.
4. Resources for training Financial
Resource person Facilities
Actual job needs
5/22/2018 Development of Human Resources
12/26
Training Methodologies (Philippines)
Lecture
Lecture-discussion
group work conference with the use of teaching aids like
charts, posters, overhead
5/22/2018 Development of Human Resources
13/26
Sample Training Matrix
5/22/2018 Development of Human Resources
14/26
Evaluation of Training
training runs its full cycle when its results or
effects are evaluated. The program consumes a
sizable portion of the human resources budget
and it is part good management determine if ithas been worth the cost. The value received
from the increase in productivity, better
performance, more wholesome attitudes thatcan be attributable to training compared to the
costs incurred in that training.
5/22/2018 Development of Human Resources
15/26
Sample Training Evaluation Form
5/22/2018 Development of Human Resources
16/26
CAREER PLANNING
a process by which the individual worker patterns
and orchestrates his separate but related work
activities to prepare him together with the
organization to take greater job and personal
responsibility for his future.
5/22/2018 Development of Human Resources
17/26
Objective is to make the individual accept responsibility for
whatever he achieves.
Assumption Status quo in ones position is not in the agenda of his
employment. Everyone wants to be happy in his job.
Value The process make him more motivated because he is
doing what he wants and he is able and willing toaccept responsibility for his growth andaccomplishment.
5/22/2018 Development of Human Resources
18/26
Operationalizing the Career Planning
Program
Utilize the career growth cyclethe individual
sets up with management the goals regarding
his work. Plan and utilize the job itself
Set goals
Conduct frequent performance review andfeedback
5/22/2018 Development of Human Resources
19/26
Career Growth Cycle
Performance
Success
Recognition
EsteemFeedback
Goals
Effort
5/22/2018 Development of Human Resources
20/26
Career Path of a Medical Representative
President/
Managing
Director
VP
Distribution
VP
Marketing
Marketing
Services
Manager
Product
Manager
Marketing
Operation
Manager
-promotions
Manager
District
Manager
Medical
RepresentativeRecruit
VP
ADM & Finance
5/22/2018 Development of Human Resources
21/26
COUNSELING
is the person-to-person relationship between a
professional guide and client in which theformer helps the latter solve his own problem.
5/22/2018 Development of Human Resources
22/26
Types of Counseling
1. Job Counselingwhich deal with job related
problems like habitual tardiness in submission of
reports and reporting to work, sub-standard
productivity, significant material, wastage, verysticky superior-subordinate relationship.
2. Personal Counselingdeals with psychological,
moral, religious, social problems affecting the
individual and his family. Example; Alcoholism,moral turpitude, family and home problems.
5/22/2018 Development of Human Resources
23/26
Types of Counseling Case
Normal cases with problems that surface rarelyor whose problems are normal in daily lifeactivities.
Slightly abnormal personalities whose problemsare due to recent incidents or occurrences thathave affected some aspects of life and jobactivities.
Neurotic and psychotic cases whose problems aredeeply embedded and have some complexramifications.
5/22/2018 Development of Human Resources
24/26
Who does Counseling
Normal Caseshandled by the organization
supervisors
Slightly Abnormal personalitieshandled by
the counselor or psychologist
Neurotic And Psychotic Case- Handled by the
counseling psychologist or psychiatrist
5/22/2018 Development of Human Resources
25/26
Counseling Approach
Directive Counseling. The counselee is confusedand cannot help himself. He needs somebody tosolve his problem.
Non-Directive Counseling. The counselee has theability to see through himself and his problem.He can solve his problem by himself.
Non-coercive Counseling. This is an eclecticapproach using directive and/or non-directive
technique depending on the type of client andproblem. The client will find the solution to hisproblem
5/22/2018 Development of Human Resources
26/26
End..