Macro Human Resource Development

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Macro Human Resource Development (MHRD) can be introduced as the modern version of HRD that attempt to answer to the criticisms raised against Traditional/major domain of HRD. Macro HRD discusses people related issues not only in corporate organizations, but also in other levels of analysis: individual, family, local-regional, national, international- regional, and global. Modern-day, issues related to people management and development requires holistic and integrative perspectives in researching and the practice.

MHRD provides learning approaches, perspectives, insights, models and country experiences in modern and macro level HRD that have contributed to performance enhancement not only in organizational levels but also in beyond organizational levels.

Specially, MHRD values a contextual approach in its delivery rather valuing best practice model.

Knowledge

•Is aware of social relations types and ways to both address them in organizations and regularities governing the functioning of the bonds. Knows mechanisms for integrating people into the organization; is aware of promotion of employee participation in decision making and corporate culture change.

•Is aware of meaning of a man who sets up corporations; recognises organizational rules and indicates motives and approaches of various OD&HRM activities

•lists and describes the fundamental methods and tools of operating and strategic management relating to OD&HRM in a corporation;

•classifies and discusses elements of ethical norms and values which are crucial for management change;

•defines change management and illustrates its impact on HRM solutions

•relates OD&HRM methods to business problems and explains them in a time perspective;

Skills

•uses the basic theoretical knowledge to provide managers with information necessary for decision-making process regarding OD&HRM activities

•analyses the causes and progress of specified processes and phenomenon within the corporation and its external environment with the use of basic theoretical tools and methods derived from operating and strategic OD&HRM activities

•possess the ability to predict the causes and course of OD&HRM activities inside and outside of corporation

•combines knowledge and observations to highlight relevant managerial issue, problem, or opportunity;

• examines possible solutions to specific organizational problems and suggests techniques of their solutions

•can deliver a problem solutions in terms of OD&HRM activities; can create problem structure and role play behavior

Social competences (attitudes)

•understands the need for long-life learning

•is aware of team work of corporation and sees the need for role-play in the process

•is aware of a structure of tasks hierarchy in corporate management

•identifies competencies in corporate problem-solving

•is ready to ethic tasks activity supporting corporate management