Human Resource Development: Today and Tomorrow
This book is written with the belief that HRD professionals will continue to learn, change and find ways to reinvent themselves and the profession individually and collectively as we move further into the 21st century. A major point of this book is that HRD will continue to become more and more important to organizational success. And, that in as calls for accountability and bottom line impact continue to rise, HRD professionals will be proactive in demonstrating their value to the organization. The primary audience for this book is practicing HRM and HRD professionals, and other organizational leaders. The book provides tested and proven ideas important to demonstrating the value of HRD. From a practical viewpoint, it is based on actual experience, a strong research base, and accepted practices presented in an easy to read form. A second target audience is students of HRD and HRM who are preparing for careers in this important field. This book will help them develop a solid foundation to the study of HRD practices that are key to HRD success regardless of the type of organization. A third target audience is managers or leaders at all levels of an organization who are increasingly expected to take on HRD responsibilities while also partnering with HRD professionals. It offers these individuals a firsthand look at what they should expect of their HRD functions or areas and how they can encourage HRD professionals in their organizations to be accountable' strategic partners in helping the organization achieve its success by getting the most out of its human capital.
What people are saying - Write a review
We haven't found any reviews in the usual places.
Assessing HRD Needs
Designing Effective HRD Initiatives
Training Methods Implementing HRD Initiatives
Evaluating HRD Initiatives
Employee Socialization and Orientation
Other editions - View all
ability achieve action learning analysis Andragogy approach areas behavior career development career planning challenges chapter communication competencies conduct corporate universities culture designing HRD discussion e-learning effective employee's employees ensure environment example experience feedback focus global goals HRD activities HRD efforts HRD evaluation HRD function HRD initiatives HRD interventions HRD needs HRD professionals HRD program human resource identify IMDP impact implementation important improve increase individual involves job rotation knowledge KSAOCs leadership learners learning initiative learning organization learning styles management development measure ment mentoring needs assessment nization opportunities orga organizational organizational learning orientation program participants performance performance appraisal potential practices problems psychological contract Reinvented HRD requires responsibility role skills socialization specific strategic agenda success supervisors task techniques tion tional tive training and HRD training methods training program transfer of learning values workforce