PDF | On Sep 9, , Faeq Hamad Abed Mahidy Alhalboosi and others published Human Resource Development. page of the text, and compare this to the version number of the latest PDF version of and Human Resource Management from Sheffield Hallam University, and. a profession. 3. Distinguish between HRD and human resource management ( HRM). 4. ports/financialreportsannual/en00_k prouvinevgosin.ml INTRODUCTION.
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In the Handbook of Human Resource Development, Neal Chalofsky, Tonette Rocco, and Michael Lane Morris have compiled a collection of. Human resource development (HRD) policies concern the quality of the labour This chapter deals with how human resource development policies can. Meaning of Human Resource Development. Theoretical Framework of HRD. Other Framework of HR/Models. Challenges in HRD. HRD goals.
The trainee receives job knowledge and gains experience from the supervisors or trainers in each of different job assignment. This method gives on opportunity to the trainee to understand the problems of employees on other jobs and respect them.
The superior acts as a coach in training the subordinate by assisting and advising him to complete the assigned task.. The trainer appraises the performance of the trainee, provides feedback information and corrects the trainee.
The process or the steps under job instruction method are as follows Step1: Prepare the employee for instruction.
Put him at ease. Explain the job and its importance. Get him interested in learning the job. Step 2: Present the job.
Follow your breakdowns. Explain and demonstrate one step at a time — tell why and how? Stress key points. Instruct clearly and patiently. Give everything you will want back, but no more. Step 3: have him do the job.
Have him tell why and how and stress key points. Correct errors and omissions as he makes them.
Encourage him. Get back everything you gave him in the step 2. Continue until you know he knows. Step 4: Follow through. Put him on his own. Encourage questions. Check frequently. Let him know how he is doing. If the learner has not learnt, correct him and teach him repeatedly. The trainee solves the problem jointly. It develops teamwork. Since the trainee is not distracted by the job requirements, he can place his entire concentration on learning the job rather than spending his time in performing it.
Off — field job training methods are as follows: Classroom method for training personnel includes lectures, discussions, role-playing and case study. The main advantage of lectures is that it can be used for a very large group at one time and there is low cost per trainee.
In this method the trainees interact with the lecturer and any doubts or misunderstanding of the concept and principles are cleared. It is important to note that the problem is presented in cases is usually do not have a single solution, but narrow mindedness of trainees is reduced as problem-solving ability is increased.
Material, files and equipments those are used in actual job performance are also used in training. This type of training is commonly used for training personnel for clerical and semi-skilled jobs.
The duration of this training ranges from days to a few weeks. The junior members of the committee can learn from the discussion and interaction with the senior member of the committee.
The senior member can also learn from the opinions and views expressed by the junior members. Committees can serve the purpose of developing good social relations. New to Human Resources?
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