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(HRD) is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development,coaching, mentoring, succession, planning,key employee identification,tution assistance and organization development.

Human Resource Development is the integrated use of training, organization, and career development efforts to improve individual, group and organizational effectiveness. HRD develops the key competencies that enable individuals in organizations to perform current and future jobs through planned learning activities. Groups within organizations use HRD to initiate and manage change. Also, HRD ensures a match between individual and organizational needs. source

Background Information

  • Flexible working practices : to adapt the way of working (flexitime, teleworking) to suit the diverse needs of employees` lives
  • Secondment : the temporary transfer of an employee to another organization or part of the company
  • Long-term individual development : continually updating and promoting the professional development of employees
  • Aprraisal : regular evaluation of an employee`s performance, development requirements and potential
  • Equal opportunity policies : to mantain fair working practices and equal treatment for each employee
  • Team development: to motivate a group of employees to work toghether effectively
  • Mentoring : to provide an employee with an experienced person who can assist with professional development and offer support and advice
  • Introduction programme : to inform new about the company and its procedures and help them to settle successfully into their new job

Principal Concepts

Development Planning

Development plans are created for all Prudential associates as part of the annual performance management process. Plans are created jointly by associates and their supervisors. For Human Resources staff, an additional development tool – the “Personal Development Roadmap” was created and introduced last year at a conference for all staff in HR.

The Personal Development Roadmap encourages HR associates to focus on both professional and personal development, and includes components on:
  • Creating a personal vision/mission/purpose statement
  • Identifying important personal and professional roles
  • Identifying what the business needs
  • Inventorying needed competencies
  • Creating an action plan

Human Resource Development

The key to maximining organizational performace is training and developing employees to their best abilities. Atena believes performace enhancement should be results-based and focus on closing the gaps between desired and actual performace.

With a focus on the essentials that dramatically affect human resources and organisational performance, Atena provides its Clients wide and international traning and human resource development services such as:

  • in- house training
  • training needs analysis assistance
  • customer service training

  • perfomance management training
  • presentation skills


Topic 1-2 etc

Human Resource Development To Your Organization:
  • Systematic planning to support organizational mission
  • Increased capacity to achieve the organization’s goals
  • Clear definition of each employee’s work responsibilities and link to organization mission
  • Greater equity between compensation and level of responsibility
  • Defined levels of supervision and management support
  • Increased level of performance and efficient utilization of employees skills and knowledge
  • Cost savings through improved efficiency and productivity
  • Increased ability to manage chang

Current Issues

Five key challenges faced by successful HR professionals:
  1. Lack of power;
  2. Walking a tightrope;
  3. Dealing with skeptical customers who view HR negatively;
  4. Vulnerability;
  5. Being overwhelmed


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