Human Resource Development Guidelines for Professional Trainings

What is human resource development?

Human resource development is a deliberate process that aims to improve an individual's strengths, expertise, and aptitude, resulting in better results at work. Learning is primarily concerned with developing information, abilities, and perspectives. Development is extending and refining one's expertise following one's development objectives. Human resource development's primary aim is to improve or modify the behavior of people or groups by imparting knowledge and insights that assist them in doing their jobs better or cultivating mindsets that help them perform better.

Guidelines for Human Resource Development

As per Dave Ulrich, the most crucial thing HR can provide an employer is a successful business. Van Gelder and colleagues offer a suitable model for guiding a human resource development plan (ENG). Its original name translates to Pedagogical Analysis. The concept begins with the organizational starting state and previous knowledge; used to develop learning targets and goals. The data gets utilized to refine the topic matter, instructional techniques, and experiences. These result in a specific outcome, which gets tracked and assessed. This examination revises the aims and objectives. This paradigm outlines four steps crucial to construct a successful human resource development process. The basis of an effective human resource development plan is a process that involves constantly moving through these four stages:

Analysis of training requirements

The first stage is establishing the starting point, assessing the worker's present abilities, and documenting any detected training requirements. In this approach, we guarantee that staff is learning new talents and skills that will be valuable in their current or future roles. Training objectives get frequently linked to corporate policies. As a result, revisiting the business plan and targets at this point is quite the usual practice.

Establishing learning objectives

The next step is to translate training requirements into learning objectives. A training objective should consist of three components:

  • Tailored
  • Linked to effective performance
  • Measurable

In this approach, the goals aid in developing an effective training program; that aims to enhance workers' abilities.

Method selection and content creation

The instructional content and learning approaches get decided upon at this step. It is where decisions on the course content, instructional technique, and learning activities occur. It generally happens in collaboration with an independent instructor or training provider and preferably with trainee participation. Many other criteria are considered, such as whether training should get oriented toward the teacher or the trainee. Conferences, speeches, lectures, guest speakers, and tutorials are examples of trainer-centered strategies. Research papers, role-playing, self-directed courses, on-the-job training, simulation, gaming, and other interactive approaches get used in trainee-centered methods. 

Supervision and training

The final stage of human resource development is follow-up and assessment. It is when we compare the instructional objectives to the outcomes to determine the program's efficacy. It is also the perfect moment to calculate the training ROI or the financial return generated.

The stages of developing a training strategy

The various steps involved in the development of a training session are as follows:

  • Determine the company's requirements: A training plan is a collection of actions to improve a worker's knowledge and abilities. They are typically developed in response to progress reports to tailor the training proposal to the greatest extent feasible.
  • Set program objectives: Set explicit aims and try to link training goals with corporate objectives. This phase is critical if we want to assess the effectiveness of these classes in the future.
  • Employees should be involved: If the group participates in the idea and planning stages, the instruction will be much more motivating, increasing the odds of accomplishment.
  • Make experiences that are relevant, tailored, and attractive: Create appealing and targeted training sessions using innovative learning strategies such as gamification.
  • Prepare the training: The planning step includes details such as who will provide the training, where it will occur, how long it'll take, and so on. Make sure that the logistics are in order.
  • Take charge of the outcome: Analyze the training results concerning the initial goals. It will aid in introducing changes to the training strategy to foster ongoing progress.


That concludes this human resource development guide. We examined what human resource development is, the basic principles of HRD, and the many stages involved in the process.

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