Systematic Training Cycle

Delineating and Charting the Systematic Approach of HRD Process Haslinda ABDULLAH*1 Abstract The purpose of this paper is to delineate the systematic approach of HRD process. Specifically, the systematic process of ‘why’, ‘how’, ‘where’, and the ‘when’ of HRD will be deliberated. A review of the relevant literature was conducted both manually and through the computerised database. This paper presents a systematic process flow chart of each step in the HRD process. This review will contribute to the HRD literature in which the ‘why’, ‘how’, ‘where’ and the ‘when’ of the HRD process is charted and modelled. Keywords: HRD, T&D, Systematic Approach, Needs Assessment, Design, Implement, Evaluation

INTRODUCTION By tradition, organisations use HRD programs and training activities to address employee development, work performance and productivity issues and problems. These HRD programs and interventions are conventionally applied to provide induction training of newly employed employees into the organizations, provide basic skills and knowledge, upgrading existing capabilities and help in effective teamworking. Hence, to warrant that these goals are achieved, a systematic approach to planning, designing, delivering and evaluating HRD programs is critical. However, these designing HRD programs and activities involve a process, which is known as the four step systematic approach, involving the needs assessment, design, implementation and evaluation (Desimone, Werner and Harris, 2002:23), and be easily remembered and referred as the ‘why’, ‘how’, ‘where’, and the ‘when’ of HRD. Therefore, this paper will delineate the four-phase process approach to describe HRD efforts, namely, needs assessment, design, implementation and evaluation. THE SYSTEMATIC APPROACH IN HRD In the traditional context, Wilson (1999) suggests that T&D have been primarily concerned with carrying out the identification of training needs, planning and designing training, implementing and evaluating

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