role of hrd manager

8/2/2019 Role of HRD Manager

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Role of HRD Managers


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The role of manager of HRD (humanresource development) consists of fiveseparate but overlapping components

referred to as sub roles. Each is vitalto the development of an efficient andproperly managed HRD department.


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They include:

(1) Evaluator of the HRD program'simpacts and effects on organizational

efficiency, (2) Management of the organizational

learning system,

(3) operational manager responsible forthe planning, organizing, staffing,controlling, and coordinating of the HRD

department.


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(4) strategist responsible for long-termplanning and integrating of HRD intothe organization.

(5) marketing specialist responsible forthe advancement of HRD within theorganization through well defined and

effective networks.


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EVALUATOR

The HRD manager is the principalevaluator of the impact of the HRDprogram on overall organizationalefficiency.

Within this sub role, the manager isresponsible for the design, development,and implementation of program

evaluations as well as cost/benefitprograms.

Each of these is used to determine theeffects of learning on the employees and

the organization.


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HRD managers are also responsiblefor the evaluation of careerdevelopment programs and

organizational development activities. The evaluation of the effectiveness of

learning specialists, instructional

designers, and consultants is anotherpart of this sub-role.


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In summary, the HRD manager isaccountable for the evaluation of allaspects of the HRD program, its

results, its effectiveness, its impacts,and its practitioners.


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MANAGEMENT OF THE

ORGANIZATIONAL LEARNING

SYSTEM

HRD is about improved performance andproductivity through increased knowledge,

competencies, skills, and attitudes. In other words, HRD is about learning, its

effects on employees, and its impact on theorganization.

The manager of HRD is the personresponsible for the management of learningwithin the organization and the developmentof programs and activities that foster growth.


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The manager of HRD should possessknowledge of program planning anddesign, as well as knowledge of how

to evaluate learners, programs, andinstructors.

A manager of HRD should also be

able to deliver or facilitate learningprograms and activities.


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A knowledge of adult learning theoryand appropriate instructionalstrategies is desirable. An

understanding of on-the-job, off-the-job, and through-the learning activitiesis also needed.


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Finally, an HRD manager mustunderstand the importance of careerdevelopment and organizational

development, how they contribute tolearning and development and when itis appropriate incorporate them into

the learning system.


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OPERATIONAL MANAGER

This role is often viewed as the

primary role of a manager of HRD. Itconsist; the five basic elements ofmanagement

planning, organizing, staffing, cctrolling, and marketing. Some of theareas that will be examined include:


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1. Importance of strategic planning to theHRD department

2. Staff recruitment, selection, hiring,evaluation, and development3. HRD budget development and control4. HRD policies, procedures, and

standards5. Financial management


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6. Management of equipment andfacilities7. Material development and

management8. Supervision of staff and operation9. Program schedule

10. Environmental maintenance It isimportant to note that the major part ofany manager's time is devoted tothese activities.


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ORGANIZATIONAL INTEGRATION OF HRD

The manager of HRD must develop long-range plans included in the broad humanresource strategy of the client system.

This includes the development of anorganization wide HRD program that is a partof the everyday operations of theorganization. It is not enough to be a

component of the organization; HRD must beintegrated into the fabric of the organizationas well.


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As a strategist, an HRD manager mustidentify the department's strengthsand weaknesses and develop plans

for their continued development orelimination.

A manager must also identify external

threats as well as opportunities thatthe HRD department will beconfronted with. In addition, an HRDmanager must identify forces or trendsim actin HRD


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for example, the impact of technologicaldevelopments on instructional strategiesand delivery systems.

A manager must develop guidelines andplans for implementing long-range plansand determine alternative directions forHRD. Finally, a manager of HRD must

be able to identify and implementcost/benefit analysis that measure theimpact of HRD on the organization.


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Regardless, an HRD manager mustfunction first as a member of themanagement team

and second as an advocate ofperformance and productivityimprovement through learning.


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As an organization member, HRDmanagers must be able todemonstrate that the HRD department

is a worthwhile part of theorganization.


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MARKETING SPECIALIST

In order to build and maintainsupportive internal/external relations,the HRD manager must become apart of the organizational managementteam by attending meetings, makingpresentations, serving on a variety of

committees, and writing articles andprofessional papers about theimportance of HRD to organizationalenhancement..


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HRD managers must also build anddevelop networks that communicatethe importance of HRD and In

addition, he or she must be constantlyavailable to all individuals and groupswithin the organization support its

continued development.

role of hrd manager

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