Competencies for HRD Practitioners There are five fundamental skill that need to be mastered by Human Resource Development (HRD) practitioners: (1) needs assessment, (2) program design, development, and evaluation (including individual evaluation), (3) marketing of HRD programs, (4) cost/benefit analysis, and (5) facilitation of learning. A Great Place to Work The following description section explores four key elements to create a great place to work. Element one is : A Friendly Place. It may sound trite, but friendliness appears to be one of the distinguishing characteristics of good workplaces. People seem to enjoy each other's company. This is not an insignificant issue. Work for an organization is, after all, work in a group setting. Four Dimensions of A High Performance Organization A high-performance organization is comprised of four interdependent dimensions that must be designed so they complement and support one another. These elements are : work process and technology, culture, structure, and people. One clear finding is that the greater the number of the key elements of a high-performance organization that were present and congruent, the bigger the pay-off. 8 Steps to Higher Performance The following eight steps will help you and your employees interact in ways that make you work more efficiently and effectively. These steps will help you help your employees feel more motivated on the job and build the connection between their own interests and the interests of the organization. Redefining The Role of Strategic HR Redefining the role of strategic HR can be challenging. Here are some reasons. HR may not have credibility with senior managers. Many executives do not view HR as a business. They are used to thinking of HR as an organizational support department and accustomed to telling them what to do. HR will need to achieve the credibility to be accepted in the new role. Training Scorecard When implementing a training scorecard it is important to track, collect, compile, analyze, and report six different types of training data collected over different time periods. These types of data are indicators, reaction, learning, application, business impact, and return-on-investment. Competency-based Career Planning Career pathing involves making a series of job-person matches, based on the demands of the job system in the organization, that enable the person to grow into greater levels of responsibility, thus providing the organization with the talent that it requires to meet goals.