Types of human resource development 

Human Resource Development (HRD) refers to the broad area of training and development that organizations provide to improve the knowledge, skills, education, and competence of their employees. In many organizations using different Types of human resource development, it can be observed that the role of employees in industrial relations works together with the human talent development process. This begins with the onboarding of a new employee and continues with creating a healthy industrial relations system for negotiations throughout the employee’s tenure within the organization.

Many employees enter organizations with only a rudimentary level of skills and experience and need the training to do their job effectively. Others may already have the skills needed to get the job done, but not the knowledge relevant to that particular organization. It is intended to give you the information you need to do your job effectively.

Functions of human resource management systemsHuman Resources Planning Process
Role of Human Resource ManagementFunctions of Human Resource Management

The purpose of HRD

Human resource development can be viewed similarly to a coach who views his sports team. Coaches can hire players who already have certain skills and abilities, but the point of continuous practice is to strengthen those skills and abilities and make them better athletes. Human resource development has the same goal – making better employees.

The purpose of human resource development is to provide the necessary “coaching” to enhance and expand the knowledge, skills, and abilities that employees already possess. The purpose of development and training is to enable employees to do their jobs better.

Types of Human resource development

Human resource development typically begins as soon as an employee is hired and continues throughout the employee’s tenure within the organization. HRD comes in many forms, including hands-on or shadow training, textbook or online training, growth opportunities, and compliance training.

1.On-Job Training

On-the-job training refers to learning aspects of a job while doing it. Employees may know the basics of what they need to do their job, but they may need on-the-job training in details such as forms to use, where to store materials, and how to access computer systems.

2. Job shadowing

Job shadowing is a type of training in which employees follow another experienced colleague and observe how they perform in their role. It is a great way to learn valuable skills and tricks from experienced people. This is a highly effective format of training that allows students to ask questions and get answers in real time.

This is usually done before the employee starts work. New hires can fully understand the roles they are shadowing. It is the ideal way to see if they are the right person and are good enough for the role. By observing and mentoring colleagues, it can be determined what skills they need to do their jobs well.

3. Intellectual or professional development

Intellectual or professional development, which includes college or certification courses, job-specific training courses, and training courses aimed at how to do one’s job better. Includes seminars. Many organizations invest heavily in employee training and development to improve their knowledge and skills.

With the growth of online learning, much of this training is now available through webinars and online courses, but we also offer face-to-face training or training with other experts in the field at seminars and conferences. participation is still popular.

4. Compliance training

Compliance training ensures that employees understand all relevant laws, regulations, and internal policies that govern the company’s functions. Also, make sure they understand how and why to adhere to it at work.

Effective training provides employees with examples of how ethics and compliance issues apply to their roles in the workplace, you can give your employees the guidance they need.

Good compliance training drives employee development. They know their responsibilities and limitations and can work productively without much supervision. They also know how to react and what steps to take when faced with new situations that test their ethical discipline.

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