Page 11 - Demo

%u062c%u0645%u064a%u0639 %u0627%u0644%u062d%u0642%u0648%u0642 %u0645%u062d%u0641%u0648%u0638%u0629 %u0640 %u0627%u0625%u0644%u0639%u062a%u062f%u0627%u0621 %u0639%u0649%u0644 %u062d%u0642 %u0627%u0645%u0644%u0624%u0644%u0641 %u0628%u0627%u0644%u0646%u0633%u062e %u0623%u0648 %u0627%u0644%u0637%u0628%u0627%u0639%u0629 %u064a%u0639%u0631%u0636 %u0641%u0627%u0639%u0644%u0647 %u0644%u0644%u0645%u0633%u0627%u0626%u0644%u0629 %u0627%u0644%u0642%u0627%u0646%u0648%u0646%u064a%u062911Electronic Resources %u2013 Human Resources Development Year Four - 2021 | |12%u2022 No single structure used.%u2022 Depends in large part on how well the HRD manager becomes an institutional part of the company %u2013 i.e., a revenue contributor, not just a revenue user.%u2022 Figure 1-7 displays the organizational chart of an HRD Department in a large company.FIGURE 1-7 Organizational Chart of an HRD Department in a Large CompanyRoles and Competencies of the HRD ProfessionalMain Competencies:%u2022 Learning strategist %u2013 involved in higher level of decision making concerning how HRD initiatives will support the goals and strategies of organization. %u2022 Business partner %u2013 work together with other manager to implement and evaluate HRD initiatives.%u2022 The project manager %u2013 involved in day to day planning, funding and monitoring HRD initiatives.%u2022 Professional specialist %u2013 add their expertise in particular area, ex., designing, developing, delivering and evaluating the HRD initiatives. Main Roles:%u2022 HR Executive/Manager Role:%u2013 Integrates HRD with organizational goals and strategies.%u2013 Promotes HRD as a profit enhancer.%u2013 Tailors HRD to corporate needs and budget.