Hrd Case

HRD is a soft approach and emphasizes on an employee as being 'resourceful' (as against being just a 'resource'). Also, HRD is a major source of competitive advantage where, by the use of human relations, it enhances performance by using motivation, communication and leadership to increase employee loyalty and commitment and also enhances the person's character. The development of persons is different than training. Training is directly related to profit where one has to attend training while development is a willing situation. HRD therefore implies developing personalities rather than personnel.

Training is also essential for members of staff who have been working for the organisation for a long time. This is especially so in the wake of technological advancements, machinery change, legal changes and changes in other sectors of the firm. It is important for an organisation to keep up with industry trends otherwise it faces the danger of becoming obsolete; especially in the background of increasing competition. The purpose of planning a training strategy is to answer two relatively simple but vitally important questions: (1) What is our business? and (2) What should our business be? Equipped with the answers to these questions and a clear vision of the company mission business plan, strategy and objectives, the HR can identify its training needs. A well-planned training program can bring about a change in employees behavior and development.

The Training Cycle is the means by which one can ensure that all the training will result in what one would have perceived. As can seen below the training cycle has five stages. Experiencing a training event can result in learning. The process is cyclic, so one can approach it in any way but the ideal starting point is Identifying Training needs.

Identifying Training Needs

All stages of The Training Cycle are important; but if one doesn't address the right issues, then the training will not achieve what you want it to.

During this stage we address questions such as:

* What is the current situation?

* What problems exist?

* What are the opportunities?

* What is the required, ideal situation?

* What new knowledge, skills or attitudes are desired?

At The Training Cycle we consider all stakeholders, refer to best practice and research, and take into account organisational values and vision.