What Is HR Career Development?

Human resource development (HRD for short) is a management strategy and activity that aims to improve the quality of human resources in the organization.

Human resource development

Human resource development (Human resource development)

"Human resources" appeared around 1970. In an organization, various resources have their own importance, but human resources are even more important. Human resources become modern society and organization

Generally speaking,

1. HRD is a planned activity (it is planed), which involves needs assessment, goal setting, action planning, execution, effect evaluation, etc.

2. HRD is based on expressing human values.

3. HRD is a problem-oriented activity, which applies theories and methods of several disciplines to solve human and organizational problems.

4.HRD is a systematic approach, which closely connects the human resources and potential of the organization with technology, structure and management process.

5. The object of HRD is human resources and its entire organization.

6. The goal of HRD is to improve the quality of human resources and organizational effectiveness.

7. The core of HRD is learning, which is a permanent change in the behavior of the members of the organization or a change in the capacity of a certain way. This learning includes both individual learning and

Overview

Human resources development is an area that emerged in the 1980s and is receiving increasing attention and attention worldwide. It has been adopted by governments, enterprises and various organizations around the world as a new development strategy and as a core weapon to enhance competitiveness. Human resources have become the new religion of development. The main reason for this change is the change in our time.

Specific analysis, the main reasons leading to the development of human resources are the following aspects:

Scientific Revolution and Knowledge Society

American futurist Toffler believes that in terms of the rate of knowledge growth, today's children will have a fourfold increase in the total amount of knowledge in the world when they graduate from college. When the child reaches 50 years old, the total amount of knowledge will be 32 times that at the time of his birth, and 97% of the world's knowledge will be researched after he was born. At the same time, science and technology are moving forward at an alarming rate. The time distance between scientific discovery and its application on a large scale is also gradually shrinking. It took 112 years to put the principles of photography into practice, and solar cells were only two years apart from discovery to production. Those who cannot keep up with the times will fall behind. This rule applies not only to scholars or scientific and technological personnel, but to all personnel in all departments. In modern society, everyone will face: outdated knowledge and skills, a large amount of unknown knowledge, adaptation to new knowledge and technology, continuous updating of knowledge and technology, and lifelong education.

Information Society: Changes in Labor and Occupation

The development of science and technology has brought humanity into the information society. One of the characteristics of the information society is that labor is increasingly intellectualized, that is, workers no longer deal directly with the objects of work, but also deal with changing information about the production process. According to statistics, in the United States, only 15% of occupations that were informational in 1950; more than 60% in 1980; and by 2000, nearly 80% of occupations were informational. In agricultural society, most people do manual work in the fields; in the industrial age, they look after machines; in the information age, they handle information and knowledge. In this way, it is necessary to consider the knowledge structure, problem solving ability and social adaptation of each worker.

Population growth and change

Population growth is a problem facing most countries. According to United Nations statistics, the world s total population was 2.5 billion in 1950, 4.4 billion in 1980, and 6.2 billion in 2000. It can be seen that the demand for learning worldwide will increase significantly by the year 2000. At the same time, in many countries, there is an aging population trend. Considering the increase of the adult population and the extension of the average life expectancy, the problem of social aging has also put forward new requirements for the development of human resources.

More importantly, many countries, especially developing countries, have a large amount of human capital, and their quality is also worrying. According to UN statistics, more than a quarter of the world s population aged 15 and over are illiterate. According to statistics, there are 180 million illiterate and semi-illiterate people in China, and the emergence of new illiteracy has not been fundamentally eliminated. About 60% of China's labor force employment population is below primary school education. The task of human resource development and training is very difficult. In this case, the traditional education system is no longer that flexible. In order to ensure that people have access to increasing knowledge and training, this can only be achieved by resorting to large-scale means and media for disseminating knowledge and providing training.

Economic challenges to human resource development

People have a clearer understanding of the interaction between education, human resource development and the economy. It has been generally recognized that the prospect of human resource development is affected by economic conditions. Unemployment and inflation in economic development, as well as severe fiscal austerity, especially the tightness of human resources investment funds, pose a huge challenge to the development of human resources. These challenges stem from: How to meet the requirements of expansion and change at a geometric speed and the contradiction between the increase in investment in human resources and the financial constraints caused by it. The increase in human resource development budgets will depend on the speed of economic development in each country and what priority the country places on human resource development.

Basic trends of modern human resources development

With the continuous strengthening of the international community's understanding of the strategic position of human resources development, the continuous deepening of the research on the theory of human resource development, and the continuous development of human resource development work worldwide, throughout the world, the development of human resources is no matter the concept There are some new trends in morphology and actual behavior. These trends reflect the basic trends in the direction of human resources development worldwide:

Establishment of Human Resources Investment Concept and Enhancement of Human Resources Development Investment

Human resources, as an economic resource, have capital attributes and are different from ordinary capital. As a capital resource, it has basic similarities with general material capital. The common attributes of capital are: (1) it is the result of investment; (2) it can gain benefits in a certain period of time; (3) it is also worn or worn during use. Human resources also have these three attributes. First, it is the product of investment. Traditional theories largely ignore this and even mistakenly believe that it is a naturally formed homogeneous resource. In fact, human resources are indeed the product of social and personal investment. The quality of human resources depends entirely on the level of investment. Although one's ability is related to innate factors, the acquired nature of ability acquisition is the most important. A person's acquired ability the day after tomorrow is the process of receiving training and education. Education and training is an investment. It can be said that human resources investment is the basic condition for human capital formation. Education and training of human resources is an investment, not an expense.

Establishment of lifelong learning and training

In today's world, knowledge, skills, and values are changing faster and faster. Learning is no longer a matter of life. In a new information society that is constantly changing, we cannot expect to be once and for all with one education. There is no knowledge or skill that can be used for life. For the first time, education and training has become one or the other throughout the life course of a person, and its purpose and form must be adapted to the needs of people at different development stages.

Institutionalization and Legalization of Training and Education

Under the influence of modern human resource development concepts such as "human capital investment" and "lifelong education", training and education as an organic component of social development strategies are being incorporated into the legalization and institutions of more and more countries. Track.

Establishment of learning organizations

Traditionally, organizations have been viewed more as a workplace, a profit-producing center, or a place of control and management. With the ever-changing technology, knowledge, and environment today, people increasingly feel that the traditional view of organization is outdated, and the United States Fortune Magazine, which advocates Learning Organization, believes that in the 1990s and beyond The most successful organizations will be learning organizations or Knowledge Creating Companies. Scholar Daniel R. Tobin believes that the biggest characteristics of learning organizations are: openness to accept new ideas; a culture that encourages and provides opportunities for learning and innovation; and has an overall purpose and goal. Other scholars believe that the basic characteristics of a learning organization are: strong willingness to learn; strong effectiveness and dissemination of new knowledge; and sensitivity to learning new knowledge outside the organizational environment. Learning organizations reflect the adaptation of today's world organizations to changes in knowledge and technology. In other words, the concept of learning organizations emphasizes the importance of knowledge, science, and technology to organizations, and advocates the role of organizations as centers of knowledge creation.

In reality, learning organization has become a development reality, not just an idea. As John Naisbitt puts it, "Today, universities are more and more companies, and companies are more and more universities." In many developed countries, the training and education programs of companies and companies are so extensive and in-depth that, in fact, Represents another system outside the national public and private schools, colleges and universities. According to the Carnegie Education Foundation report entitled "Company Curriculum: The Learning Enterprise": "Alternative education systems that are deeply rooted in the U.S. business community and are widely adopted throughout the world are mature and growing. "The report says that the company spends about $ 60 billion a year on education and training, a share equivalent to the cost of colleges and universities across the country. Approximately 8 million people study in companies, which is equivalent to the number of people enrolled in higher-level schools. The report also cited numerous examples of learning organizations:

Diversification of training forms and methods

In terms of training methods and methods, both public and private organizations are based on the principle of consistent learning and application, teaching on demand, and stressing practical results, showing a diversified development trend:

1. In the system, it tends to centralized control (policy and law) and decentralized management. For example, the United States has changed its centralized training system and distributed training power to state and local governments. The Employment and Training Cooperation Act of 1983 further delegated training power to localities and businesses, and the federal government only played a role of coordination, guidance, and funding. Make it more in line with market requirements and adapt to diverse training requirements.

2. Diversified training methods. Including training, commissioned training, self-study, vocational guidance, researcher system, amateur training, on-site training, job rotation, job expansion, etc.

3. The alliance between business and education. The business community and the education community work together to develop human resources, and supply and demand are coordinated. The University of Swindon in the United Kingdom has opened an "Open Learning Centre" since 1985, which is open to individuals and companies. They can purchase study time by the hour. Schools are becoming more and more corporate, and they are trying to become "incubators of entrepreneurship." More and more companies have also established their own specialized educational institutions.

Informationization of training and modernization of means

With the development of science and technology, the influence of science and technology on education and training has become greater and greater. Among them, the application of information processing technology in education and training promotes better prospects for education and training. In almost all countries, computers have played a role in various aspects of training and teaching, such as resource management, policy analysis, data processing, and simulation teaching. Of course, the effectiveness of information technology in training and education depends on many factors, for example, the development and investment of necessary hardware and more important software; qualified personnel to operate these new technologies; teachers Cooperation between management departments and technical personnel; guarantee the quality of stored information, etc. Regarding the prospects for the use of new technologies, some people think that future training and education will be completely "non-institutional", that is, the decline of schools and training institutions, and some people think that it is impossible. But one thing is certain: audiovisual and information processing technologies will increasingly play a role in training and education.

Internationalization of training and education

From the late 1960s and early 1970s, the integration of international politics and economy has continued to develop, and the development of science and technology has shortened the distance between the world in time and space. The global village prophecy is becoming a reality. People can no longer avoid each other or adhere to isolationist policies. Increasing mobility, modern transportation and telecommunications technology, and international political and economic integration continue to encourage people to recognize the importance of cross-cultural communication. In this context, international training is increasingly developed. International training or internationalization of training reflects important changes in training in the following areas:

1. In the content of the training, the importance of understanding the world and others is emphasized. Training and education face a dual mission: to understand ourselves, to express our differences, to pursue our own culture, and to strengthen the unity of our society or group; at the same time, we must be committed to overcoming retreats and self-defense, understanding others on the basis of respect for diversity, and helping to turn facts Dependence becomes conscious solidarity.

2. Carry out debt conversion work that is conducive to the development of human resources. As the United Nations says, because education and training are long-term investments, they often fall victim to adjustment programs. This translates international debt into investment in human resources.

3. International cooperation in human resources education and training, fair sharing of knowledge among countries, and development of international cooperation projects.

4. Use more development assistance funds for human resources investments.