Human Resource Development Mind Map - Mind Map

Human Resource Development Mind Map Mind Map
 
 
 
 

Human Resource Development Mind Map - Mind Map

18 days ago by: Cristen Causey
 
 
My HRD Mind Map
  • Human Resource Development Theory and Practice
    • Performance Formula
      • P = f(KSAs x M x E)
        • P = Performance: Human accomplishments, outputs, results
        • F = Function of (KSAs x M x E)
        • KSAs = Knowledge, skills, attitudes aka abilities
        • M = Motivation
          • Maslow
          • Alderfer’s ERG
        • E = Environment
          • Supervision, Leadership, Coworkers, Culture, Job Design, & Reward Systems
      • Performance is the valued productive output of a system in the forms of goods and services.
      • Employee Ability and Willingness
        • Able and Willing
        • Not Able and Willing
        • Able, but Not Willing
        • Not Able, Not Willing
    • SMART
      • Training Evaluations
        • Often Neglected
          • Fear
          • Lack of Know-how
          • Think They Already Know
          • #1 Know One Asked For It!
        • Review Checklists: Before, During and After
      • SMART Approach
        • Specific
        • Measurable
        • Achievable
        • Realistic
        • Time Bound
    • ADDIE
      • Used for conducting a training needs assessment
      • The 5 Phases
        • Analyze
          • Usually done incorrectly or neglected all together
        • Design
        • Develop
        • Implement
        • Evaluate
        • Leads the training and development process
          • Only those performance gaps caused by lack of knowledge and skills can be improved by training.
      • Our Final Project
        • Superior Skilled Trades LLC
      • 5 Key Phases of Knowledge and Skills Assessment
    • Neuroscience
      • 360
        • Feedback - doesn't work, chews up Resources
        • "if-then" approach
          • 4 Strategies
            • Situation Selection
            • Situation Modification
            • Attention Development
            • Cognitive Change
          • Change the Behavior
        • SCARF
          • Points to ways to minimize threat in a feedback intervention through the "offsetting effect"
          • Status, Certainty, Autonomy, Relatedness, and Fairness
      • NeuroLeadership Journal
        • Rock
          • Aha! Thinking
            • "The easiest way to improve organizational performance is by developing people's thinking" - David Rock
            • Deeper Understanding
            • Better Recall. Better Learning
            • Stronger Engagement
        • Lead with the Brain in Mind
          • The Focused Manager Program
            • Mental Maps
            • 3 Objectives
              • Lead the restructure (both strategic and organizational changes)
              • Deal with conflict
              • Focus the team
            • The Focused Manager program was designed to enable managers to lead change from a neuroscience perspective.
            • The underpinning theory for the program was a three-step brain-based change model.
              • Create a “toward” state – help people feel safe enough to think about the future
              • Facilitate new connections – help people think in new ways
              • Embed new wiring – help people develop new habits
          • The NeuroLeadership Group
            • HIVE
              • High Impact Virtual Experience
            • 5 Modules
              • Set the direction – conversation about what’s ahead
              • Get into action: turn strategy into action
              • Work through challenges: hard conversations
              • Implement the change: even harder conversations
              • Engage the change: move your team ahead
      • Mind mapping
        • Use this Tool
        • Share with Everyone
        • Practice and Teach Others
        • Ted Talk - Dr. Wagner
    • Professional Development
      • SHRM
        • HR FL Conference 2020
          • Keynotes: BJ Novak, Ellen Latham, and Duncan Wardle
            • Local Chapter Meetings and Networking
      • Seminars
        • Bamboo HR
          • Demo and Proposal
            • Conference 2020
              • Kelly Loudermilk - Transforming into a CHRO as a Department of One
      • TED Talks
        • Mind Mapping
          • Dr. Wagner
      • Books and Articles
        • Harvard Business Reviews
        • Sleezer
        • Kopp
      • Related Training
        • New Leaf
          • Supervisory Management Essentials training via webinar
        • Dr K. Recommendations In Barry Email
      • Guest Speaker - Greg Benner The HR Dad
    • Leadership Development
      • Marcus Buckingham
        • The Age of Algorithm
          • 5 Step Process
            • Assess each person’s leadership type.
            • Identify the most successful leaders of each type.
            • Discover practices that work for each.
            • Deliver those practices as tips to developing leaders of the same type.
            • Idea
      • Leadership Styles
        • Autocratic
          • Control, Rules, and Authoritarian
        • Democratic
          • Shared Ideas and Innovative
        • Laissez-Faire
          • Freedom, Trust, and Independence
    • HRD Learning and Development
      • It's about the PEOPLE!
        • "Every organization is in competition for its most essential resource: qualified, knowledgeable people" - Peter Drucker
        • How organizations hire, develop and manage their people.
        • People Related Issues
      • Training and Development
        • Focuses on changing or improving the knowledge, skills, and attitudes of individuals.
      • Career Development
        • An ongoing process by which individuals progress through a series of stages, each of which is characterized by a relatively unique set of issues, themes, and tasks.
      • Performance Management
        • An ongoing process of performance improvement that goes beyond the annual appraisal ratings and interviews, and seeks to incorporate employee goal setting, feedback, coaching, rewards, and individual development.
      • Organizational Development
        • The process of enhancing the effectiveness of an organization and the well-being of its members through planned interventions that apply behavioral science concepts.
    • Performance Management
      • 6 Performance solutions
        • Systems
          • 1st
        • Policies and Procedures
          • 2nd
        • Recruitment
          • 3rd
        • Placement
          • 4th
        • Coaching
          • 5th
        • Training
          • The 6th Solution
      • Outdated PM Practices
        • Once-a-year goals are not working (Past only)
        • Year-end ratings are of little value.
        • Assessing someone’s skills is subjective.
        • Ratings reveal more about the rater (Mount, Scullen, & Goff, 2000, Journal of Applied Psychology - 62 percent of the variance in the ratings – raters’ perceptions).
      • Reinvented PM
        • Check-ins
        • Snapshots
        • Coaches
        • Scatterplots
      • Goals of PM
        • Engage employees
        • Way to differentiate performance
        • Mechanism for differentiating value of individual contributions
        • Enable development
    • Social
      • “Our brain is profoundly social, with some of the oldest social wiring dating back more that 100 million years. Our wiring motivates us to stay connected.” -Matthew Lieberman
        • Social Cognition - Default Mode network
        • Non-Social Cognition - Task Positive Network
      • 5 Single factors that cause bad days at work!
        • A lack of help and support from my boss
        • Negative coworkers
        • Lack of praise or recognition for the work I do
        • Uncertainty about the workplace’s vision and strategy
        • Busyness / high workload
      • Amygdala Hijack
        • Pain and Reward Network
          • Responses - Threats and Rewards
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