PPD - HRD & CPD

• Employees = Valued assets & value should be systematically increased
• HRD = Enhance/widen skills by training/development
• Resourcing/HRD policies closely linked
• HRD can play vital role in organisations 

"Organised learning experiences provided by employers, within a specified period of time, to bring about the possibility of performance improvement and/or personal growth" (Bratton & Gold 2012) 

OR

"The process of encouraging employees to acquire skills/knowledge through various training programmes, courses & learning packages" (Heery & Noon 2013) 

• To improve peoples performance
• To help people learn,develop, grow (Bratton & Gold 2012)

Strategic factor - essential for firms survival/relative success (Boxall & Purcell 2003) 

3 Main purposes: 

• Maximise effectiveness on job
• Facilitate mobility to next probable assignment
• Increase commitment to business by stimulating learning opportunities for personal growth/change 

                                                      (Nadler & Wiggs 1986) 

• Correct signals to employees
• Motivation to acquire new skills
• Commitment via communicating values
• Identification w/ business
• Needs satisfaction
• Job enrichment
• Change management - Resistance to change = fundamental reason change fails (Uakola & Nikolaou 2006) 
• Productivity - meaningful work = increased productivity - Improve business performance
• Employee retention (Hay 2002) 
• Increase confidence
• Reduces staff turnover 
• Helps attract good workers
• Enables empowerment of work force

• May require time off job, cost of training/development specialists, courses & materials have to be met. 
• May provide staff w/ skills/qualifications to get better job - may leave
• External courses - hard to transfer back to work
• Difficult to show direct effect of HRD on performance (Machin & Vignoles 2001) 
• May be more productive/profitable firms that do HRD and not HRD makes them more productive/profitable

• Continous training
• Broad, reliant on strategic plan
• Manageemnt motivated to meet needs as they appear
• Learnign & Work ----> Intergrated
• Investment Continuous 
• Activity helps maintain/improve professional competence

• Key part of enhancing value of employee capital
• Seen as the way businesses gain competitive advantage (Torrington et al 2009)
• Increasingly recognised by professional institutions as essential for ensuring their staff remain up to date/maintain professional competence
• Purpose = promoto effective performance at work

• Key part of enhancing value of employee capital
• Seen as the way businesses gain competitive advantage (Torrington et al 2009)
• Increasingly recognised by professional institutions as essential for ensuring their staff remain up to date/maintain professional competence
• Purpose = promoto effective performance at work

Sanctions Model

• CPD = Mandatory - demonstrates professional competence
• Non compliant = Sanctions

Benefits Model

• Conscious decision to take part
• Emphasises benefits of CPD to individ - then want to voluntarily engage
• Relies on Self-motivation

• Necessity to remain current at work
• Enjoyable
• Make up lost ground
• Maintain Position
• Get ahead of competitors 
• Affirms identify of good professional

                                  4  (Rothwell & Arnold 2005)

• Commitment/motivation
• Use lots of resources
• Waste of time/only take part b/c of contractual obligation (Guskey 200) 
• Effectiveness questioned (Corcaron 1995)
• Should be focused, planned, designed towards achievement of clear goals/objectives if business wants it to be effectived (Linn et al 2010)

• Business has effective managers - meet present/future needs
• About improving performance of existing managers
• Inform managers of responsibilities 
• Identify managers w/ future potential 
• Provide good successors
• Future strategic planning

• Shapes progression of employee by assesment of business needs & performance, potential + preference of employee. 
• Organisation has need for maanagement succession to be filled
• To develop staff w/ great promise
• Guidance/encouragement to employees w/ greatest potential

• Make/buy decisions for future managers
• Make/grow future managers
• Recruit/buy in people form outside business
• Identify talent from outside (for specific roles) 
• Time scales - short term performance, long term planning, long term flexibility
• Short term - more organic, long term mechanistic
• Flexi - strategic planning for future flexibility 

Deliberate intervention aimed at achieving necessary learning for improved job performance. 

• Identifying/defining training needs
• Define learning required
• Define objectives of training
• Plan training programmes
• Decide who provides training
• Implement training

Focused on performance, fills gaps between what staff know/can do & what they should know/do.

• Linked to business objective/organisation needs - competence based
• Analyse deficiencies as cause migh be more basic - limits effectiveness of training

Facilitates learning for all members, continually transforms. 

• Encourages people to identify/satisfy learning needs
• Provides performance/achieved learning feedback
• Provides new learning experiences