Hand-out on key topics covered in the IDM HRD 2021 Course
Definition of Human Resource Development (HRD) and its historical
evolution
Swanson (2001) defined HRD as a process for developing and unleashing human expertise
through training and development and organization development for the purpose of improving
performance. This definition shows that learning is at the core of all HRD efforts. DeSmone &
Werner (2012) defined HRD as a set of systematic and planned activities designed by an
organization to provide its members with the opportunities to learn necessary skills to meet
current and future job demands.
Key points on the historical evolution of HRD (These are just points, but note that; you
are always expected to write complete sentences and paragraphs not points)
(a) Apprentice training programs
 Apprentice
 Yeoman
 Master
 Guilds
(b) Vocational education programs
 1809 – DeWitt Clinton founds first manual school in NY
 1917 – Smith-Hughes Act (World War-I)
(c) Factory Schools
 Needed engineers, machinists
 Skilled mechanics
 own--shorter and more narrowly focused than apprenticeships
(d) Training for Semi-Skilled and Unskilled workers
• Needed for production lines (Ford)
• Demand for military goods (WW-I)
• Job Instruction Training (JIT) based at first
Explanation of the HRD Model and main contributions of the three foundational
theories of HRD
(a) The Model for HRD practice include the following five processes (Page 91 in
Swanson & Holton 2001)
 Analyse
 Propose
 Create
 Implement
 Assess
(b) Psychological Theory contribution
 HRD must clarify goals
 HRD must develop the knowledge and expertise
 HRD must harmonize the goals and behaviours
(c) System Theory
 HRD must understand how it and other subsystems connect
 HRD must help its host organization retain its purpose
 HRD must help its host organization shape alternative futures
(d) Economic Theory
 HRD must justify its own use of scarce resources
 HRD must add value to creating sustainable long-term economic performance
 HRD must add short- and long-term value from investments in the
development of knowledge and expertise
Discussion of Six main challenges facing organizations and HRD
professionals today
a) There are many challenges facing organizations today. An ASTD-sponsored study
identified several challenges including competing in a global economy:
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Introduction of new technologies
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Hiring employees with the right knowledge to compete
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Retraining the workforce
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Developing globally competent managers
b)
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Eliminating the skills gap in many companies is another leading challenge.
Many young adults entering the workplace lacks skills to meet current job
demands
Most employees in the USA organisations have basic skills deficiency
Skills gap pose serious consequences
Education reform to address skills gap
c)
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Increasing Workforce Diversity is another challenge
Racial diversity
Ethnic diversity
Gender diversity
Generational differences
Ageing workforce
d)
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The Need for Lifelong Learning
Organizations face rapid change
Identified skills deficiencies
Multimedia learning
e)
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Facilitating Organizational learning
Learning organization
Group and individual learning
Learning principles and tactics
f)
Addressing Ethical Dilemmas
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Business scandals
Understanding of ethics and ethical issues
AHRD report entitled “Standards on Ethics and Integration”
The most effecting training methods when implementing an HRD training
program
On-The-Job Training Methods / Techniques
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Job instruction training
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Job rotating
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Coaching / Mentoring
Classroom Training Methods
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Lecture
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Conference / Discussion
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Audio-visual
-static media, dynamic media and telecommunication
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Experiential
-case studies
-business games
-role playing
-behavioural modelling
-Computer-based training
Self-paced Training Methods
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Paper-based training
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Workbooks
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Computer-based training
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Computer aided instruction
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Intelligent computer-aided instruction
Necessary actions that need to be taken by HRD professionals in order to eliminate all
forms of discrimination in the workplace today
(a) Equal employment opportunity
 Combination of laws and regulations
 Access to HRD programs irrespective of race, gender or age
 Address illegal discrimination
(b) Affirmative Action
 Bring members for underrepresented groups
 Steps to meet affirmative action
 Preferential recruitment and hiring
(c) Valuing differences
 Creating an environment valuing differences
 Conducting awareness trainings
 Strategy to foster long-term
(d) Managing diversity
 Positive environment for everyone
 Inclusion
 Diversity management approach
 Pillsbury’s managing diversity strategy
 Diversity management programs
NOTE: Hand-out needs to be read side by side with prescribed texts or books and provided
notes or power-point slides and other learning materials