Human resource development
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]
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]
- training and development (TD): the development of human expertise for the purpose of improving performance
- 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. 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]
| University | Institution Type | Degree | Online | Regional accreditation |
|---|---|---|---|---|
| University of Illinois at Urbana-Champaign | Public, Not for Profit | MS, PhD | Yes | North Central Association of Colleges and Schools, [http://www.ncahlc.org/component/option,com_directory/Action,ShowBasic/Itemid,184/instid,1030/lang,en/, HLC] |
| University of Arkansas at Fayetteville | Public, Not for Profit | Bachelor of Science in Education, HRD Major | Yes | North Central Association of Colleges and Schools, [http://www.ncahlc.org/component/option,com_directory/Action,ShowBasic/Itemid,184/instid,1030/lang,en/, HLC] |
| Xavier University | Private, Not for Profit | Graduate (Masters level) | No | North Central Association of Colleges and Schools, HLC |
| University of Minnesota | Public, Not for Profit | Bachelor Master | No | North Central Association of Colleges and Schools, HLC |
| University of Louisville | Public, Not for Profit | Bachelor's, Master's, Ph.D. | Yes | Southern 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.) | M.S. may be completed fully online, fully face-to-face, or blended. Ed.D. requires many of the same courses as the M.S., which may be completed online or face-to-face; however, some Ed.D. courses are only offered face-to-face. | The Commission on Colleges of the Southern Association of Colleges and Schools (SACS) |
| Barry University | Private, 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) |
| Texas A&M University | Public, Not for Profit | BS, MS, Ph.D. | Bachelor's, No. Master's, Yes. Ph.D, No. | Commission on Colleges of the Southern Association of Colleges and Schools |
| 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
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
External links
- Free HR Software
- HR Software
- Human resource management with HR Signals
- Academy of Human Resource Development
- HRD intelligence and cloud based mobile performance support software solutions (epss) with HRDi Soft