Human Resource Development (HRD) forms the structure that help your employees train, harness and develop key understanding and insight, alongside organisational skills and knowledge expected from being employed by large companies. A well considered human resource development programme can be integral to what makes someone choose you as their employer.
Sometimes it’s hard to know what actually counts as Human Resource Development, as it can take many forms. Listed below tries to highlight some of the more common forms of HRD to help your company develop or help with its current HRD programme.
Human resources development encompasses areas such as basic and advanced training, long term career development, coaching/mentoring, performance management and tuition assistance (this can be in the sense of both informal and formal education).
Often it can be worthwhile running some form of group HRD, recruitment processes can benefit greatly from these type of group sessions being a key benefit to a vacant position. HRD doesn’t always have to be something held in such a formal sense as group workshop and other such activities. HRD can also just be development in the informal sense of learning from a manager and other senior roles in the day to day running of a company. Management training can greatly help a manager adopting the role of both an executive and an educator. In the sense that they are in a position where they know how to get the most out of their subordinates while making sure they are constantly training and developing their skills simultaneously.
Sometimes, executives and other managers can be reluctant to the more formal side of HRD. Yet it can be integral for companies that reach a certain size for managerial positions to have constant training which keeps them up to date. Given the role of informal HRD many managers are expected to fulfill it is more important than for most employees that they receive this type of training.
As you can see, HRD can come in quite a few shapes and sizes. If possible for your company, it is important to try and harness a good balance of both informal and formal HRD. Finding the right combination of this can greatly help entice the right type of employee your company is looking for.
