What is Human Resources Development?

The concept of human resource development was proposed by the American scholar Nadler, which refers to the investigation, analysis, planning, and adjustment of human resources based on the company's strategic goals and organizational structure changes based on the existing human resources of the organization. Improve the existing human resource management level of an organization or group, make human resource management more efficient, and create greater value for the group (organization). HRD: HRD is the abbreviation of Human Resource Development. It is a management strategy and activity that aims to improve the quality of human resources in an organization.

Human Resource Development

(Management branch)

Nadler, an American scholar who created the concept of "human resource development", believes that HRD is "organized learning experience provided by employers that produces organizational performance and the possibility of personal growth in a certain period of time."

According to the American Training and Development Association (ASTD), HRD is: "Integrating training and development,

The goal of human resource development: first, to improve human talent through development activities; second, to enhance human vitality or

Although many companies have begun to attach importance to the development of human resources, the existing human resources development methods, including measures and ideas, have serious limitations and are far from meeting the needs of enterprise development. This limitation can be summarized in the following five aspects:

1. First, and most importantly, is the training and development of the required human resources by the enterprise. Instead of making employees a subject of active activities, they are passively receiving corporate training. As a result, the internal training and other tasks that companies spend money on cannot achieve the expected results. Because a considerable number of employees regard this training as a burden, they are not only passively receiving it, but they are also reluctant to accept it, which results in the low efficiency and inefficiency of this training.

2. The choice of training content does not meet the needs of talent knowledge structure and talent structure for enterprise development. Whether it is necessary staff quality training or related applications

The training materials use the "National Vocational Qualification Training Course for Enterprise Human Resource Management Managers" designated by the Ministry of Human Resources and Social Security, which generally includes two books: "Basic Knowledge of Enterprise Human Resource Managers" and "Professional Ability of Human Resource Managers" .

Introduction to human resources development

In the environment of economic globalization, internationalization of enterprises, and labor force diversification, competition for resources and talents between enterprises has intensified, causing more and more enterprise managers, human resources practitioners, and business school teachers to pay attention to human resources development This is the key to helping the organization overcome the severe challenge of brain drain and strengthen the core competitiveness of the company.

This book will help managers and human resources professionals to solve the above problems, and help enterprises and organizations improve the effectiveness of talent development and management. The content of this book is very rich, mainly including three parts: (1) the process and three major systems of human resource development: training and development, career development and organizational development. (2) Organization development and learning process: including human resource development needs analysis, human resource development project design, implementation, and project evaluation. (3) The application of human resources development in some key areas: such as factors affecting employee behavior, how to design effective human resources development projects, how to implement and evaluate human resources development projects, etc.

This book can be used as a course textbook and auxiliary textbooks for undergraduates and graduate students of various business schools, human resources management, public management, education and training in other related majors. It is also suitable for managers of all enterprises, institutions, human resources development professionals, and Researchers, and all readers interested in human resource development.

Human Resources Development

Jon M. Werner, Professor of Management at the University of Wisconsin-Whitewater Campus, and PhD in Organizational Behavior from Michigan State University. His research areas include organizational citizenship, training, performance evaluation, legal issues in human resource management, team performance, And managers establish a trusting behavior with employees. Professor Werner co-authored "MERITPAY" (2nd edition, 2005) and serves on the Editorial Board of the Journal of Management.