Development of Human Resources

5/22/2018 Development of Human Resources

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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..

Development of Human Resources

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Development of Human Resources