Role of Human Resource Development Manager |
The role of manager of HRD (human resource development) consists of five separate but overlapping components referred to as subroles. Each is vital to the development of an efficient and properly managed HRD department. They include: (1) evaluator of the HRD program's impacts and effects on organizational efficiency, (2) management of the organizational learning system, (3) operational manager responsible for the planning, organizing, staffing, controlling, and coordinating of the HRD department, (4) strategist responsible for long-term planning and integrating of HRD into the organization, and (5) marketing specialist responsible for the advancement of HRD within the organization through well defined and effective networks. You can download 8 Ultimate HR Tools for HR Managers HERE.
EVALUATOR
MANAGEMENT OF THE ORGANIZATIONAL LEARNING SYSTEM The manager of HRD should possess knowledge of program planning and design, as well as knowledge of how to evaluate learners, programs, and instructors. A manager of HRD should also be able to deliver or facilitate learning programs and activities. In addition, he or she must know how to assess the pacts that HRD is having on the organization and be able to effectively communicate such results to organizational decision makers. A knowledge of adult learning theory and appropriate instructional strategies is desirable. An understanding of on-the-job, off-the-job, and through-the learning activities is also needed. Finally, an HRD manager must understand the importance of career development and organizational development, how they contribute to learning and development and when it is appropriate incorporate them into the learning system.
OPERATIONAL MANAGER
1. Importance of strategic planning to the HRD department It is important to note that the major part of any manager's time is devoted to these activities. You can download 8 Ultimate HR Tools for HR Managers HERE.
ORGANIZATIONAL INTEGRATION OF HRD As a strategist, an HRD manager must identify the department's strengths and weaknesses and develop plans for their continued development or elimination. A manager must also identify external threats as well as opportunities that the HRD department will be confronted with. In addition, an HRD manager must identify forces or trends impacting HRD; for example, the impact of technological developments on instructional strategies and delivery systems. A manager must develop guidelines and plans for implementing long-range plans and determine alternative directions for HRD. Finally, a manager of HRD must be able to identify and implement cost/benefit analysis that measure the impact of HRD on the organization. Regardless, an HRD manager must function first as a member of the management team and second as an advocate of performance and productivity improvement through learning. As an organization member, HRD managers must be able to demonstrate that the HRD department is a worthwhile part of the organization. Its importance should be equal to other organizational departments and viewed as such.
MARKETING SPECIALIST
Source : You can download excellent powerpoint slides on HR Management and Human Capital Strategy HERE.
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