Role & Competencies of HRD Professionals
The key roles of HRD professionals
can be broadly categorized as a business partner, learning strategist,
professional specialist and project manager.
The earning strategist participates in the high-level decision on HRD initiatives and supports the long term goals of the organization.
The business partner collaborates with managers to implement and evaluate the HRD initiatives.
The project manager observes and involves
in the day-to-day planning, funding, and monitoring of HRD initiatives.
The professional specialist applies their expertise in various professional areas, such as planning, developing, implementing, and controlling the HRD initiative.
The Roles of the HRD
executive/manager
The organization change agent: HRD executives design and implement change strategies for the transformation of organizations. The outputs include more efficient work teams, intervention strategies, quality management, implementation, and change reports
The organization design consultant:
HRD executive designs work systems and provide advice for the efficient use of
human resources. Outputs include intervention strategies, alternative work
designs, and implementation.
The HR strategic advisor: The HRD executive provides inputs to strategic decision-makers on HRD issues which may affect the long term goals of the organization. The outcomes are the HR strategic plans, and training programs.
The HR systems designer: HRD executive assists HR management to design and develop HR systems that affect organizational performance. Outputs are HR program designs, intervention strategies, and implementation of HR programs.
The learning program specialist: The
HRD executive designs appropriate learning programs, and prepares learning
aids. Outputs include program objectives, lesson plans, and intervention strategies.
The instructor/facilitator: The HRD executive prepares learning materials and
enables structured learning experiences. Outputs include the selection of
appropriate instructional techniques and the actual HRD program itself.
Career counsellor: The HRD executive helps
individual employees to develop a realistic career plan. Outputs include individual
assessment sessions and career guidance.
The performance consultant: The HRD executive assists to improve individual and group performance. Outputs include intervention strategies, coaching design, and implementation.
Challenges to Organization and HRD
Professionals
Increasing Workforce Diversity: The workforce
has come highly diverse in terms of age, gender, education, and region. The
highly diversified workforce needs various types of developmental
opportunities.
Competing in a Global Economy: The global economy needs more educated, trained employees. The companies have to focus on recruiting and training employees with a global mindset.
Eliminating the Skills Gap: The companies may face a shortage of skilled employees to adopt new technologies and processes. The organizations need to update on demanding skills on time.
The Need for Lifelong Learning: Employees need to learn to face global challenges. This need for continuous learning will require organizations to make an ongoing investment in HRD.
Facilitating Organizational Learning: Organizations need to make fundamental changes and must be flexible to face global challenges. Organizations should be ready to learn, adapt, and change to meet these challenges.
References:
Pareek, L. U., & Purohit, S. (2018). Training Instruments in HRD and OD. SAGE Publishing India.
Ahmad, S., & Saidalavi, K. (2019). Cultural intelligence and leadership effectiveness in global workplaces. International Journal on Leadership, 7(1), 1.
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