1. The Leading IDEAS onHuman Resource DevelopmentPresented By: Prakash Dhakal, MBA in HRM - IBMS College - 2012

2. Objectives of the PresentationTo understand the Leading Ideas and its practice on HRDTo Learn the core concept about the IT integration, HRDpractice and e-learning.THE LEADING IDEAS - Human Resource Development (HRD) 3. Outlines The Leading IDEAS on HRD The ROLE of HRD HRD as Business Partner HR for Sustainable business development E-Learning Concept Integration of IT and HR THE LEADING IDEAS - Human Resource Development (HRD) 4. The Leading IDEASTo gain the responses from experienced HRD practitioners, experts, andHRM and Line People; different LEADING IDEAS were created and includedin the questionnaire. Total 34 Ideas were created for the 40 respondent.They were asked to put PLUS symbol against up to FIVE of thosefrom 34 that seems to them must valuable for HRD practitioners andother to follow in future. and similarly FIVE for MINUS symbol thatthey saw as counter-Productive or unhelpful or representing the pastrather then the future.These IDEAS were ranked according to the voting from respondent as they sawitems, that can lead and impel the HR Development Process in the next decade.THE LEADING IDEAS - Human Resource Development (HRD) 5. The Top 10 Leading IDEAS VOTESRankThe Leading IDEAS+13 -1 = 121.Talent Management and Leadership and Development+12 -1 = 112.Linking Development to the organizations Strategy+13 -3 = 103.Developing the Diverse Workforce+11 -1 = 104.Individual Development: Coaching and Mentoring+11 -3 = 085.HRD as a Business Partner >> GO+10 -4 = 066.e-Learning and Integration of IT & HR; Blended Learning >> GO+07 -1 = 067.Knowledge Management/Communities of Practice+07 -1 = 068.Visionary and Transforming Leadership+08 -3 = 059.Improved Communication and Briefing+06 -1 = 0510. Development for all: Continuous Professional DevelopmentTHE LEADING IDEAS - Human Resource Development (HRD) 6. The Leading IDEASThe leading Ideas helps to orient and focus thinking and action inthe organization.Shapes the direction of the use of HRD and gives an account ofhow we came by the current crop of leading ideas, and thestrength and disadvantage of each.Also this gives us an opportunity to test our own ideas and tocome up with the practice of HRD.Since 1960 (from the beginning history of HRD development) there have beensome strong leading ideas that have Influenced HRD Practice in excellentorganizations at different periods.THE LEADING IDEAS - Human Resource Development (HRD) 7. The Time-Bounded Nature of Leading IDEAS1964 1970 : Systematic Approach to diagnosed Training1968 1975 : Standardalization of Training for Job Categories by Industry1970 1975 : Systematic Planning of Training for all types of Employees1974 1980 : Company contribution to Training for Young People.(For the long term performance and the national need)1979 1990 : Business Oriented Training(To Improve Organizational Effectiveness)1988 1998 : Personal Development with Individual Plan (Performance Appraisal, Evaluation Succession Plan etc)1998 Present : Integration of Individual and Organizational Development Strategies and Outcomes.* These are the Leading Ideas that are Developed according to the time span and need of the organization THE LEADING IDEAS - Human Resource Development (HRD) 8. HR for Stainable Business Development Play Video II >> Source of Video : www.youtube.com THE LEADING IDEAS - Human Resource Development (HRD) 9. e-Learning and Integration of ITHRD as Business Partnerand HR; Blended learningHRD is more focus on employee Education, Training & Development,and Organizational learning. This can be implemented if Humanresources developers properly execute these following Roles:Strategic Partner Administrative Expert Employee ChampionChange Agent The Chartered Institute of Personnel and Development (CIPD) uses the phrases Business Partner as a center board of its professionaldevelopment program. Business Partner must add value to theorganization and collaborate in supporting the goals and projects of others. Also HRD Specialists needs to converge with the language ofbusiness leaders.