1. Summary of the theories of HRD
a.
HRD develops to the level where its empowers
staff to assume their development and ensure their contribution to the goal of
the organization
b.
HRD ensures that there are training and
development programs that have SMART objectives to be met
c.
HRD underscores that there are training and
development an any organizations based on relevant Assessment of the Needs of
the Staff
d.
HRD ensures the training and development tools
and methods need to align with the training objectives
e.
HRD devises the ways to ensure that training and
development programs are designed to bring about changes planned to be achieved – for this training
and development must be based on needs and there need to be ways to assessment
the change in the knowledge, skills and attitudes of the staff
2. Theories of
Employee resourcing
Resource Dependency
Theory
The thesis of this theory is that employees are a scarce
resource that should be carefully acquired, developed and retained.
Human Capital Theory
Considers employees as capital because of their individual,
group, and organisational knowledge they possess and is a strong base for
competitive advantage.
3. Limitations of
Human Resource forecasting Approaches
Top Down Approach
·
Decentralized human resource demand forecasting
is affected
·
Poor commitment and motivation on the part of
the managers
·
Weak link between organizational goals with unit
objectives,
·
Poor use of managers knowledge of the current
working practices, technology used and performance levels that can be achieved
Bottom up approach
•
Human resource assessment based on personal
preferences rather than job requirements.
•
Entrenchment of the existing work practices and
procedures instead of looking for better ways of improving productivity.
•
Difficulties in assessing the performance of
administrative staff.
•
The tendency to overstate staff requirements for
contingency purposes.
4. National Human
Resource Forecasting
•
Consider the annual economic sectors’ growth for
the planning period
•
Review the stock of labour in the base year.
•
Translate the annual economic growth in terms of
labour requirement
•
Consider the attrition rate due to retirement,
deaths etc,
•
Consider the number of people leaving schools,
colleges etc.
•
Monitor the unemployment rate,
•
Fill the gap between demand and supply
Laws related to
Employment in Ethiopia
•
Labor law
•
Public Employees Law
•
Private employees Law
•
Public Employees Social Security Law
•
Private Employees Social Security Law
•
Human Resource Development Policy of Ethiopia
5. Organizational
analysis
•
objectives
•
human resources
•
effectiveness and
•
internal environment
o
corporate strategic plan
o
human resource strategy
o
reports,
o
minutes
o
policies and laws,
o
market trends and
o
global
patterns.
6. Job analysis/Job
Description
•
tasks in the job,
•
steps to perform jobs
•
Different tasks in a job
•
requirements for respective tasks
•
data
o
human resource manuals,
o
job descriptions,
o
managers or
o
supervisors
o
persons o
observation
7. Job Grading
Individual analysis/Job
Specification
- •
Performance appraisal
- •
Job description and
- •
Person specification
