In it’s study ASTD identified nine most important models of human resource management (HRM) which are discussed below in detail. Introduction to Human Resource Management Md. Zahid Hossain Bhuiyan HRM Model: In recent years there has been relative agreement among HRM by the American Society for Training and Development (ASTD). Models of human resource management The mode that provided the focus was developed by the American Society for Training and Development (ASTD).
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ATD launched an updated competency model in The ATD Competency Model defines the skills and knowledge required for talent development professionals to be successful lf and in the future.
Model for Human Resource Management
It captures changes driven by digital, mobile, and social technology; demographic shifts; globalization; and economic forces. The model emphasizes foundational competencies that are important to everyone in the field and specific areas of expertise AOEswhich are the specialized knowledge and actions required by specific roles.
Apply a systematic process to shift individuals, teams, and organizations from current state to desired state. Capture, distribute, and archive intellectual capital to modfl knowledge-sharing and collaboration. Knowledge, skills, abilities, and behaviors that are required for modeo success in most professional occupations. Why Should I Get Certified? I’m Certified, What’s Next?
For use by permission only. Apply a systematic process for analyzing human performance gaps and for closing them.
Incorporate customer and hhrm needs. Manage and implement projects. Build and astc relationships. Evaluate results against modeel goals. Design modfl develop informal and formal learning solutions using a variety of methods. Conduct a needs assessment. Identify appropriate learning approach. Design a curriculum, program, or learning solution.
Analyze and select technologies. Deliver informal and formal learning solutions in a manner that is both engaging and effective. Manage the learning environment. Prepare for training delivery. Align learning solutions with course objectives and learner needs. Establish credibility as an instructor. Create a positive learning climate.
Deliver various learning methodologies. Encourage participation and build learner motivation. Apply a variety of learning technologies to address specific learning needs. Use technology effectively across the different areas of expertise. Identify when and how to use technology as a training and development solution. Use learning metrics and analytics to measure the impact of learning solutions. Select appropriate strategies, research design, and measures. Communicate and gain support for the evaluation plan.
Analyze and interpret data. Make recommendations to aid decision-making.
ATD Competency Model
Establish sponsorship and ownership for change. Create a contract for change. Facilitate strategic planning for change. Support the change intervention. Encourage integration of change into organizational culture.
Benchmark knowledge management best practices and lessons learned. Establish a knowledge culture. Support the development of a knowledge management infrastructure. Manage information life cycle. Design and implement knowledge management solutions. Transform knowledge into learning.
Evaluate knowledge management success. Establish trust and intimacy with the client. Develop goals and plans. Manage progress and accountability. Meet ethical guidelines and professional standards.
Align talent moddel to organizational objectives. Use talent management systems. Equip managers to develop their people. Organize delivery of developmental resources. Coordinate workforce and succession planning.
Model for Human Resource Management | Human Resource Management
Facilitate the career development planning process. Support engagement and retention efforts. Implement individual and organizational assessments.
Use talent management analytics to show results and impact. Develop and monitor the budget. Model leadership in developing people. Ensure compliance with legal, ethical, and regulatory requirements. Analyze needs and propose solutions. Plan and implement assignments. Convey respect for different perspectives. Adapt behavior to accommodate others. Maintain own professional knowledge. Keep abreast of industry changes and trends.
Build industry sector knowledge. Demonstrate awareness of technologies. Functional competencies that are specific to the talent development profession. The Model redefines the skills and knowledge required for trainers to be successful now and in the future.
Planning Your Own Professional Development. Plan Professional Development for Your Organization.