![hrd yelp hrd yelp](https://sipofstarrshine.files.wordpress.com/2017/04/dsc03383.jpg)
The success depends on the extent to which trainees experience meaningfulness of the developmental exercise, active responsibility for the exercise and its outcomes and knowledge of actual benefits of the training. It is the real show that takes place on an actual level, a point when the developers/trainers and trainee are in direct contact. This is the most crucial of all phases since it is directly related to the output of the Program. The degree to which the group experience contributes to the growth of the trainees and eventually the Organizations. The degree to which the HRD process of carried out the work enhances the capability of members to work together interdependently in the future.ģ. The degree to which the training adds to productive output meets the standards of quantity, quality, and timeliness of the people who receive, review, and/or use the HRD Programs.Ģ. Development cannot be left to chance.Įffective implementation depends on three main elements:ġ. Human resource development programs must therefore help people to learn from their experience. It should be remembered that what needs to be learned cannot always be taught. The method of training should be keeping in mind the objective of the Program. These misconceptions include the best way to learn any new skill is to learn it on the job, Lectures are not a good method for training, it’s easy to come up with stimulating discussion questions, and that the Case studies are used for time fillers. However there are certain delusions which should be done away with. Exclusive of the training techniques, the trainees and the trainers constitute other key elements of a training program. Since the real organizational needs are known, the process of training can begin.
![hrd yelp hrd yelp](https://img-aws.ehowcdn.com/700x/cdn.onlyinyourstate.com/wp-content/uploads/2017/01/9-45-700x700.jpg)
For this right training methods need to be used in the right way to ensure successful HRD implementation. Therefore the implementation method has to be in line with the philosophy of good training which is it Improves performance, Improves productivity, Improves chances for promotion and improves the bottom line. According to Pedler, Boydell and Burgoyne (1989), learning organization is “an organization which facilitates the learning of all its members and continually transforms itself”. Given the importance attached to this dimension of HRD practitioners’ roles, it is important to implement the HRD programs cautiously. The accumulation of social capital is considered important in determining individual career success and role performance. When HRD Programs have to be made, it has to be based on the current and future HRD requirements. HRD Programme: Design, Implementation, Evaluation, Benefits and Responsible HRD Programs HRD Programme – Designing Effective Programs by Assessing Critical Success Factors The systematic and well-designed HRD Program can contribute to the organizational performance. Human resource development practitioners are increasingly required to network and build relationships to obtain support, resources, information, and knowledge. Human resource development is now expected to make a strategic level contribution and contribute to individual and organizational effectiveness. The work of the human resource development practitioner is continuously evolving.