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Development of Human Resources

Oct 13, 2015

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MAED II

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    DEVELOPMENTOF

    HUMAN

    RESOURCES

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    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.

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    Main Objective

    To develop human resources.

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    What is Human Resources?

    a hired people whom execute his knowledge

    and skills to the maximum level in suchorganization.

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    How to develop Human Resources?

    TRAINING

    CAREER PLANNING

    COUNSELING

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    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

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    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

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    Note:

    Operative employeesinclude the

    professional, technical, rank and file group

    Managerial employeesTop and middle

    managers

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    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.

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    Sample Training Questionnaire

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    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

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    Training Methodologies (Philippines)

    Lecture

    Lecture-discussion

    group work conference with the use of teaching aids like

    charts, posters, overhead

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    Sample Training Matrix

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    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.

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    Sample Training Evaluation Form

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    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.

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    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.

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    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

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    Career Growth Cycle

    Performance

    Success

    Recognition

    EsteemFeedback

    Goals

    Effort

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    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

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    COUNSELING

    is the person-to-person relationship between a

    professional guide and client in which theformer helps the latter solve his own problem.

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    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.

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    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.

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    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

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    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

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    End..