Principles of Human Resource Development

Principles of Human Resource Development

Principles of Human Resource Development

Principles of Human Resource Development

Excerpt

Human resource development is a dynamic and evolving field in the world of business. It is the goal of this publication to provide a resource through which HRD practitioners and students can understand the field and grasp its simplicity. It is within that simplicity that an appreciation of the complexity of HRD can be realized. An introductory book such as this should only provide an overview; other more focused publications will provide the crystallization. For example, when entering a community for the first time, its landmarks, citizens, and complexity often seem overwhelming to the newcomer. But after familiarizing oneself with its, uniqueness, its roads, streets, buildings, and people, it does not appear as threatening or complex. In fact, if given time, even the most alien community can take on the characteristics of "home."

The same is true for a new professional field. We have tried to simplify HRD in such a way that it becomes less complicated to the newcomer. If, after studying the following chapters, readers feel better able to understand the field, its areas, roles, unique competencies, and relationships to other human resource areas, then the book has indeed accomplished its mission. But one must remember, it is the HRD practitioners themselves who will ultimately provide the learning activities and insights through which the performance improvement of others will occur. Thus, it is their responsibility to master their craft in order for others within the organization to master theirs. Simultaneously, our goal is to provide the details, descriptions, and facts necessary to enable the HRD practitioner to develop an individual development strategy for becoming more professional in the field.

INTRODUCTION TO HRD

Many people accept new career assignments and challenges without fully understanding the duties required in the new role. In fact, people often expect to develop the knowledge and skills required for the job as they participate in the daily activities. This sometimes results in mistakes and loss of productivity and efficiency. This, of course, reflects upon the image and reputation of a field and its practitioners. Consider the following example:

After 15 years with the organization, I get reassigned to the Human Resource Development Department. My regional vice- president tells me it's a promotion for the excellent way I've performed. In fact he said, "the display of your abilities and talents . . .

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