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Relationship between HR, HRD and instructional design

Describe the relationship between the HR and the HRD functions in a large organization. Do you have this in your organization? How might a small organization handle the responsibilities of these two areas?

How do we motivate for specific organizational circumstances and/or individual differences? What motivational theories may apply to the adult learner who is an executive? A manager? A staff employee? Why is it important to link adult learner characteristics and motivational theories with instructional design?

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HR is generally concerned with the traditional things we used to call Personnel management: compensation and benefits, hiring and firing, recruitment and selection, etc. HRD is Human Resource Development and is concerned with training and development and measuring and improving performance, with the ultimate goal of improving overall organizational performance.( (scroll down a little to see "Human Resource Development" definition.))

A small organization might have just one person doing all these functions, whereas in larger organizations there might be several people performing the various functions. In smaller organizations, even though HR professionals might perform several functions, he/she could organize work such that he/she assists department managers in coordinating performance assessment and improvement activities and perhaps leads the hiring process with the department manager's assistance, but might have a stronger role in compensation and recruitment, for example.

The second part of the question is primarily about motivation, and you need to support your answer with motivational theories. First, some general thoughts about motivation. How are we each motivated? We are each motivated by different things. In the job setting, for some it is the salary (though the research says that's actually not very much ...

Solution Summary

The relationship between Human Resources (HR) and Human Resource Development (HRD) is defined regarding their functions in both large and small organizations. Motivation is discussed as it relates to specific organizational circumstances, individual differences, and how motivational theories apply to adult learners of different positions within an organization. In addition, how adult learner characteristics and motivational theories impact instructional design is described. Step by step instructions regarding the development of these themes as well as various relevant references are included.