The Changing Role of the HRD Professional

CHAPTER 12

The Changing Role of the HRD Professional• HRD practitioners need to be involved in

disseminating the message throughout the organization that attempts to manage organizational knowledge, must be founded on an understanding of how people learn, how they implement what they learn and how they share their knowledge.

• HRD practioners will need to develop competencies that reflect this emphasis on learning rather than on training, as was the case for their predecessors.

The Changing World of the HRD Specialist

• See table 12.1 page 359

The Changing Role of the HRD Professional

The changing nature of the training market•A number of changes both internal and external influence the market for HRD activities•PEST analysis would indicate a number of factors derived from political, economic, social and technological changes•These factors inturn influence the market•As the traditional forms of employment change, managers must focus on their own development as well as that of their employess•HRD specialist’s role is now increasingly as an advisor regarding change.

The Changing Role of the HRD Professional

The Diversity of HRD roles1.Change Agent2.Provider3.Passive provider4.Trainer manager5.Role in transitionTwo fold typology of roles for training professionals1.The internal consultant2.The strategic facilitatorSkills required1.Strategic awareness2.Diagnostic capability3.Influencing skills

The Changing Role of the HRD ProfessionalQualities of a Change Agents•The confidence and ability to lead•Trust and respect for others•The ability to communicate clearly and listen effectively•The ability to make decisions•The possession of planning and organizing skills, including delegation, guiding and coordinating•The ability to maintain control in different situations and knowledge of the field in which one is leader•The energy and ability to stick to the task in hand•Presence and consideration for the needs of others

The Changing Role of the HRD Professional

The HRD specialist as a Change Agent•Organizations have to face everchanging environments and to survive and evolve, organizations must adapt to the environmental forces within which they operate. These changes might take any of the following forms1.Developing from simpler to more complex form2.Adapting to both internal and external changes3.Expanding or growing4.Shrinking or downsizing5.Developing new ways of conducting business

Changes that may improve an organizations ability to adapt can be grouped into three main areas1.Technological factors include new products, services and use of automated equipment2.Structural factors include changes to formal policies, practices and procedures3.HR factors include the expectations and response of employees

The Changing Role of the HRD Professional

Human reactions to change1.Loss of control2.Excess uncertainity3.Surprise4.The difference effect5.Loss of face6.Concern about future competence7.Ripple effect8.More work9.Past resentments10.Sometimes the threat is real

The Changing Role of the HRD Professional

Key HRD activitiesTrainers were involved in four main areas or activities1.Development activities, including training needs analyses, coaching, evaluation2.Training delivery3.Administration, particularly when subcontracting4.Marketing the training function internally and responding to demand from line managers and senior managers

The Changing Role of the HRD Professional

The Key Trainer roles1.Philosophical2.Strategic3.Operational

See table 12.2 on page 374

The Changing Role of the HRD ProfessionalThe skills of HRD specialist1.Communication skills2.Consultancy skills3.Organizational skills4.Political skills5.Marketing and selling skills6.Facilitation7.Counselling8.Coaching9.Information Technology10.Analytical11.Design skills12.Psychology skills13.Financial skills14.Project management15.Flexibility

The Changing Role of the HRD ProfessionalThe skills of HRD specialistTable 12.3 page 377

The Changing Role of the HRD ProfessionalThe skills important in teaching and Learning1.Listening and questioning2.Presentation skills3.Group facilitation4.Influencing and negotiation5.Coaching and mentoring6.Consultancy skills