Effective Hrd Leaders At Any Level

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1. Effective HRD leaders at any level in profit or non- profit organizations, whether they have 100, 1,000, 5,000 or more employees, make decision that reflect a business mentality. Therefore, in managing their function, they: C. Can talk the language of finance & Financial measurements in discussing the actual performance to goals of current HRD initiatives. Communication is a very important matter. As mentioned in class, in order to provide spectacular training, the best method is to communicate with the supervisors. Communication with the supervisors allows the training department to realize what kind of training is needed to improve the company. One way to control the business’ mentality is to provide effective training. Being able to talk the language of finance and & financial measurements does not only to apply to that category, but also the every department within the business. Performance goals are important to discuss with supervisor because it is important for HRD to know what is the business lacking in and what training is needed to be provided to the employees. Just like how Mrs. Grove mentioned always inviting the supervisors out to lunch, she gathered the information from the supervisors and translated the problems into HRD initiatives. 2. In all too many organizations, the HRD function is considered an overhead. How can HRD leaders influence/demonstrate impact of the learning function in an organization? C. Measure each and every HRD program/initiative to determine a quantifiable impact on the organization’s bottom line. Based on my experience in the workforce, one of the main focuses the C suites is money. In order to generate more money, extreme measure such as reduction of the workforce is generally the way... ... middle of paper ... ...would it make the most sense NOT to invest HRD time and effort? B. Reaction or Satisfaction As a member of my command training team, one of the advices the Head trainer (HM2 Town) given the whole training team is not to look at the reactions or satisfaction of the ones being trained. Her explanation was very simple. She stated how people will always complain and whine about training regardless of how good or how bad the training is. Instead, I personally like to tract the application and transfer of knowledge. The time and effort put into reaction can be quite draining as based on my experiences; there are too many people to track. In addition, the reactions can vary based on the people who had acquired the training. In the end, my header trainer’s advice worked well for me as I did not get frustrated as I spend more time on the application and knowledge transfer.
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