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MBA IIIHuman Resource Development
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Human resource developmentFrom Wikipedia, the free encyclopediaJump to: navigation, search
Human Resources Development (HRD) as a theory is a framework for the expansion of human capital within an organization through the development of both the organization and the individual to achieve performance improvement.[1] Adam Smith states, “The capacities of individuals depended on their access to education”.[2] The same statement applies to organizations themselves, but it requires a much broader field to cover both areas.
Human Resource Development is the integrated use of training, organization, and career development efforts to improve individual, group and organizational effectiveness. HRD develops the key competencies that enable individuals in organizations to perform current and future jobs through planned learning activities. Groups within organizations use HRD to initiate and manage change. Also, HRD ensures a match between individual and organizational needs.[3]
Contents
1 Resources 2 Process, practice and relation to other fields
3 As a Program of Study in Formal Education
4 Notes
5 References
6 External links
Resources
Understanding the foundations of HRD can be found in "Brief Foundations of Human Resource Development"[4] by Richard A. Swanson.
A detailed PowerPoint and HTML overview of Foundations of Human Resource Development,[5]
a textbook used in graduate courses, may be found at http://textbookresources.net/.
Six journals that emphasize human resource development issues include:
Advances in Developing Human Resources: http://adh.sagepub.com/
Human Resource Development International: http://www.tandfonline.com/toc/rhrd20/current
Human Resource Development Quarterly: http://onlinelibrary.wiley.com/journal/10.1002/(ISSN)1532-1096
Human Resource Development Review: http://hrd.sagepub.com/
New Horizons in Adult Education & Human Resource Development: http://www.wiley.com/WileyCDA/WileyTitle/productCd-NHA3.html
T&D Magazine: http://www.astd.org/Publications/Magazines/TD
Process, practice and relation to other fields
Notably, HRD is not only a field of study but also a profession.[6] HRD practitioners and academia focus on HRD as a process. HRD as a process occurs within organizations and encapsulates:[7]
1. training and development (TD): the development of human expertise for the purpose of improving performance
2. organization development (OD): empowering the organization to take advantage of its human resource capital
TD alone can leave an organization unable to tap into the increase in human, knowledge or talent capital. OD alone can result in an oppress rce[clarification needed]. HRD practicitioners find the interstices of win/win solutions that develop the employee and the organization in a mutually beneficial manner.[citation needed] HRD does not occur without the organization, so[citation needed] the practice of HRD within an organization is inhibited or promoted upon the platform of the organization's mission, vision and values.
Other typical HRD practices include:
executive and supervisory/management development new-employee orientation
professional-skills training
technical/job training
customer-service training
sales-and-marketing training
health-and-safety training
HRD positions in businesses, health care, non-profit, and other fields include:
HRD manager vice-president of organizational effectiveness
training manager or director
management development specialist
blended-learning designer
training-needs analyst
chief learning officer
individual career-development advisor
As a Program of Study in Formal Education
Academic programs in Human Resource Development (HRD) are available at both the undergraduate and graduate level.
Having become available only in 1980, one of the more well-known universities offering degrees in Human Resource Development is the University of Minnesota.[8] By 2011, many universities offered Human Resource Development degrees (both graduate and undergraduate).[9]
UniversityInstitution
TypeDegree Online Regional accreditation
University of Illinois at Urbana Champaign
Public, Not for Profit
MS, PhD, Ed.D [uiuc.edu]North Central Association of Colleges and Schools, HLC
University of Arkansas at Fayetteville
Public, Not for Profit
Bachelor of Science in Education, HRD Major
YesNorth Central Association of Colleges and Schools, HLC
Xavier UniversityPrivate, Not for Profit
Graduate (Masters level)
NoNorth Central Association of Colleges and Schools, HLC
University of Minnesota
Public, Not for Profit
Bachelor Master NoNorth Central Association of Colleges and Schools, HLC
University of Louisville
Public, Not for Profit
Bachelor's, Master's, Ph.D.
YesSouthern Association of Colleges and Schools
Villanova University
Private, Not for Profit
Graduate Yes
Middle States Commission on Higher Education, Dept. of Education
Florida International University
Public, Not for Profit
Master of Science (M.S.), Doctor of Education (Ed.D.)
Yes
The Commission on Colleges of the Southern Association of Colleges and Schools (SACS)
Barry UniversityPrivate, Not for Profit
Master of Science (M.S.), Doctor of Education (Ed.D.)
No
The Commission on Colleges of the Southern Association of Colleges and Schools (SACS)
UniversityInstitution
TypeDegree Online Regional accreditation
University of Texas at Tyler
Public, Not for Profit
BS, MS, Ph.D.
Bachelor's, No. Master's, Yes. PhD, No (PhD is Executive Format)
Commission on Colleges of the Southern Association of Colleges and Schools
Notes
1. Jump up ^ Kelly 20012. Jump up ^ Kelly 2001
3. Jump up ^ http://www.xavier.edu/hrd/
4. Jump up ^ Swanson 2008
5. Jump up ^ Swanson 2011
6. Jump up ^ Swanson 2011
7. Jump up ^ Swanson 2010
8. Jump up ^ University of Minnesota HRD Program
9. Jump up ^ http://www.universities.com/edu/Bachelor_degrees_in_Human_Resources_Development_page2.html
References
Elwood F. Holton II, James W. Trott, Jr. (1996). "Trends Toward a Closer Integration of Vocational Education and Human Resources Development", Journal of Vocational and Technical Education, Vol. 12, No. 2, p7
Kelly D. (2001). Dual Perceptions of HRD: Issues for Policy: SME’s, Other Constituencies, and the Contested Definitions of Human Resource Development, http://ro.uow.edu.au/artspapers/26
Kelly D. (2006). Human Resource Development: For Enterprise and Human Development, http://ro.uow.edu.au/artspapers/114.
Nadler L Ed. (1984). The Handbook of Human Resources Development, John Wiley and Sons, New York.
Xavier University HRD Program. http://www.xavier.edu/hrd
University of Arkansas at Fayetteville. http://www.uark.edu
Swanson, Richard A., Elwood F. Holton III (2011). "Foundations of Human Resource Development"
Swanson, Richard A. (2008). "A Brief on the Foundations of Human Resource Development"
University of Minnesota HRD Program. http://www.universities.com/edu/Bachelor_degrees_in_Human_Resources_Development_page2.html
Woodall, J. (2001). HRDI special issue: defining HRD. Human Resource Development International, 4(3), 287. Retrieved from EBSCOhost.
HRDI. http://www.tandf.co.uk/journals/routledge/13678868.html
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