2.EmergingConceptsofHRD

Emerging Concepts of HRDJayendra Rimal

Jayendra Rimal/Ace HRD

Introduction Training Systematic and short term acquisition of knowledge, skills and attitude to bring someone to a desired standard or efficiency by instruction or practiceEducation - Exposure to planned learning activities to train the mind. A development process affecting knowledge and abilities including character, culture, aspirations and achievementsLearning Acquiring knowledge of or skill in something by study, experience or being taught a never ending process of personal unfoldingDevelopment Realization of potential through activities and supporting processes which positions people for medium and long term opportunitiesEmerging key words Learning organizations, development strategy, change agent skills, knowledge workers

*18/01/2012Jayendra Rimal/Ace HRD


Recent ApproachesDesign, delivery and resourcing of learning interventions and opportunities within organizations with the aim to enhance the contribution of individual employed in order to secure an organizations skill base.

The integrated use of training and development, organization development and career development to improve individual, group and organizational effectiveness.

Emphasis on the development of comprehensive, coordinated and dynamic approaches for major learning initiatives within and outside an organization to order to facilitate the achievement of corporate objectives in a competitive environment.



Findings from Research of 20 leading Companies(Ghosal and Barlett, 1998)Individual initiative is encouraged. Skills are developed through training.Creation and leveraging of knowledge takes place through organizational learning, with new career paths, investment, teamwork, action learning and networking to ensure knowledge transfer.There is continuous renewal through challenge imposed internally; refinement balanced with regeneration and knowledge is used to supplement strategic fit with strategic challengeContracts of compliance and control are replaced with commitment and initiative based on learning and self-confidenceIndividual competence are developed based on appropriate knowledge, skills and attitudes of front-line, middle and top managersTransformational processes are managed by developing new leaders*18/01/2012Jayendra Rimal/Ace HRD


Emerging ConceptsSome of the trends that can be discerned in HRD practice and theory:

Talent Management and Leadership Development - A preoccupation of those at the top and concerned with succession planning while ensuring that each senior position has one or two candidates ready to fill it.

The connection to corporate strategy The need to position HRD as a strategically important partner by giving it the same level of importance as other functions. Need for learning that emerges from the strategic directions and aims. Development of people can also influence strategy. Hence important to determine the type of learning that will contribute directly to the objectives of the organization.



Emerging Concepts, contdClarifying who benefits from learning Why should organizations provide individuals with transferable skills which enhances their marketability? In order to build skills and capacities through:

The use of systematic & planned training activitiesAdopting a policy of continuous developmentCreating maintaining a learning organizationEnsuring that all training activities are performance relatedPaying particular attention to management development and career planning

Individual Development: Coaching and Mentoring Organizations are using coaching and mentoring as part of an integrated strategy of change combined with other HRD interventions.



Emerging Concepts, contdHRD as a Business Partner As the rationale for action of HRD is similar to other departments, it contributes to the mission of the organization while adding value by collaborating in supporting the goals and projects of the organization.

Visionary and Transforming Leadership Leadership has a central position in the development of all types of organizations. Helping to develop catalytic and enabling leadership seems to be an important component of HRD.

E-Learning: Integration of IT and HR Face to face learning combined with e-learning with the recognition that certain learning need to be face to face including social skills and team work. *18/01/2012Jayendra Rimal/Ace HRD


Emerging Concepts, contdThe broadening of HRD constituency Concerns non-employee development (other stake holders)

The extension into team learning Facilitating self managed teams, outdoor training to entire management team, quality circles for problem solving

The incorporation of organizational development Undertaking large scale change efforts by utilizing the services of external consultants

The incorporation of career development Individuals taking responsibility for own learning resulting in careers being self managed



Emerging Concepts, contdEmphasis on internal consultancy The usage of internal consultants for providing performance and facilitation support by connecting it with learning issues.

Focus on organizational learning Emphasis on processes contributing to learning by creating organizational learning climate contributing to peoples willingness to learn and transfer learning to the workplace.

The link to knowledge management Deals with the organizations intellectual capital. Distinction between explicit and tacit knowledge. It also facilitates knowledge and skill acquisition, development and retention.



Key Challenges for OrganizationsCompete successfully

Improve quality and increase productivity

Improve customer service

Lower costs

Adapt to fast changing technology

Achieve more with less

Become more flexible

Manage diverse and mobile workforce

Prevent obsolescence



Wake up CallThe emerging rationale now is on workplace learning and the enhancement of performance as different from classroom training. This can lead to knowledge creation at a macro organizational level and contributes to sustainable competitive advantage. Some elements to consider:HRD professional have to consider themselves as architects of change within organizationsOperating at organizational levels to create shared learning instead of training of individualsLine managers and other key organizational players should look at learning issues from a new perspective HRD professionals occupy a pivotal role in orchestrating changeEstablish links between learning, performance and knowledge*18/01/2012Jayendra Rimal/Ace HRD


Thank you !18/01/2012*Jayendra Rimal/Ace HRD


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2.EmergingConceptsofHRD

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