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lectures notes HRD
Lecture notes HRD (human resource development), preparation for the exam 2024
[Meer zien]Voorbeeld 4 van de 44 pagina's
Voorbeeld 4 van de 44 pagina's
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Door: Al3ksandra • 6 maanden geleden
Everything only from the slides, no additional info. Since I haven’t been to the lectures it would be nice if there was extra info/explanation that was said in the lectures since the slides I can see myself on canvas. So wasted money. Only plus is that everything is in one document instead of 8 different docs as in canvas :) sorry but thats true
Door: jennifer55 • 1 week geleden
I'm sorry to hear that my notes don't meet your expectations. The slides are fully aligned with the content covered in my lectures, with additional information added where necessary. Thank you for your feedback, and I wish you the best of luck with your exam! :)
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Lecture 1
The main functions of HRD
The position of HRD in a company
Core HRD activities
Leerdoelen:
HRD is a mechanism in shaping individuals and group values and
beliefs and skilling through learning-related activities to support the
desired performance of the host system or organization.
acquires important KSAO’s
Some history of HRD
,Different moments in time influenced the Human Resource Development.
During the first world war factories had to produce munition.
Because of this, the skilled craftshop owners couldn’t meet the
growing demand anymore. Because of this they had to recruit a lot
of crafters.
During the human relations movements they started to see workers
as people, not as cogs in a factory machine. This led tot an increased
attention for coaching and counseling. There comes more focus on
interpersonal skills. In America the American Society for Training
Directors was born American Society for Training and
Development (ASTD)
HRD as part of HRM
A distinction can be made between Line authority and Staff authority.
Line authority: Your supervisor needs you now
Staff authority: Advisors want you to participate in a training
There are 3 core functions of HRD:
Training and development
o Employee orientation
o Skills training
o Coaching
o Counseling
Career development
o Career planning
o Career management
Organization Development
o Increase employees’ effectiveness and well-being through
interventions
A basic HRD framework: THE ADImE MODEL
,Lecture 2: Chapter 2
Learning goal:
You will know important factors that influence employee behavior
o External forces (outside the organization; inside the
organization: supervision, coworkers, outcomes)
o Internal forces (motivation; attitudes; KSAs)
You will know what motivation is and why it is important for HRD
o Voluntary actions, individual, cause arousal, direction, and
persistence
o E.g. will the employee participate, learn, transfer the
knowledge to the job?
You will know important theories of motivation and how they can be
applied to HRD
o Need-based, cognitive, non-cognitive theories
The goal of HRD in an organization is:
To assist employees and organizations in attaining their goals
Ultimate objective is to improve organizational performance.
Major focus of most HRD interventions is an effort to change
employee behavior.
Which behavior does HRD want to change:
Individual performance is multidimensional. Job performance is the
sum of:
, o Mandatory tasks task performance or in-role behavior
behaviors central to doing one’s job
o Discretionary tasks OCB or Contextual performance or
extra-role behavior not specific to any one task
Those 2 factors are important for Job Performance more focus on
mandatory, but OCB also important, for example, culture,
innovation, cooperation, teamwork. Motivation is more in the
rewards, so this is more important for Discretionary tasks. You’re not
getting fired if you’re not doing Discretionary tasks. This differs from
mandatory tasks. In HRD the focus is most on Mandatory tasks.
Key factors affecting behavior:
External forces: outside the
organization; immigration, aging,
legislation, crisis, Covid, AI,
Downsizing; fewer products/employees
smaller the chain.
o Outside the organization
o Inside the work environment
o Leadership
o Coworkers
o outcomes
Internal forces (within employee)
o Motivation
o Attitudes
o KSAs
Outcome factors in the work environment
Occur as a result of a given employee behavior
Types
o Personal have value to the individual; Payment, recognition,
emotions
o Organizational valued by the organization; (valued isn’t
always a positive thing); teamwork, productivity, product
quality
Those types are important for HRD because? For this questions we have 2
theories:
Expectancy theory
Equity Theory
Coworkers can effect behavior:
They control some of the outcomes and therefore some of the
behavior. For example:
o they may offer or withhold friendship and recognition.
Norms set the guideline for behavior in the group.
Group dynamics influence the way an employee behaves when
interacting with group,
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