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