introduction

Human Resource Development had remained a neglected area in Pakistan both in Public & Private Sectors. Present Government is taking some positive steps in this field. Business success in Pakistan is measured in terms of profitability and tangible assets of a business. This paradigm has now shifted to Quality of Human Resource. It is the quality of Human Resource that will determine chances of success or failure in business. Human Resource Development means investing in your people, training them for their best performance in their present job and developing them for their future roles. As competition is becoming more intense, the quality of Human Resource is becoming increasingly important.

Importance of HR Development for HVACR

HVACR is a very technical industry, which need a fully trained & developed workforce. It is, therefore, of utmost importance to develop the skills base & intellectual capital the organization requires as well as ensuring that the right quality of people are available to meet present & future needs. Technological innovations require training for affected employees. Competitive pressures are also changing the ways organizations operate and the skills that their employees need. HVACR has to take a proactive approach towards the development of its Human Resource.

Total quality management implementation is as important in the training & development of HVACR Human Resource as it is for the products of HVACR because it is not only the gun but the man behind the gun is equally important for success / victory. HR Development is concerned with the provision of learning, development & training opportunities in order to improve individual, team and organizational performance.

Categorization of HR in HVACR Industry for the purpose of Training & Development

1. Labor
a. Skilled labor
b. Semi-skilled labor
2. Mechanics & Technicians for Installation of HVACR Equipment
3. Engineers for Designing & Supervision
4. Staff for Operations & Maintenance
5. Sales Force
6. Managerial Staff for Administration

HVACR’s Strategy for HR Development

HVACR should develop a strategy focusing on a learning organization providing an environment in which employees are geared to learn & develop with appropriate support & guidance. The HRD Strategy developed by HVACR should address the critical success factors of the business in the field of product ___ market development, innovation and cost leadership. The HRD Strategy should demonstrate the real link between learning, development and business performance while indicating how these activities will add value and contribute to the achievement of competitive advantage. HVACR Industry should focus on six-factor model of learning organization:

1. Shared Vision
2. Conducive Learning Environment
3. Supportive Culture
4. Empowering Management
5. Motivated Workforce
6. Enhanced Learning

Training & Development of Labor

a. Skilled Labor

o Specialization Courses
o On the Job Training
o Task Force
o Lectures / Presentations
o Quality Circles
o Employee Assistance Program (EAP) / Centers

b. Semi- Skilled Labor

o On the Job Training
o Demonstration
o Coaching & Counseling
o Apprenticeship Programs
o Employee Assistance Program (EAP) / Centers

Training & Development of Mechanics & Technicians

o External Training Courses
o Observation & Practice
o Special Assignments
o Coaching & Counseling
o Job Rotation
o Junior Management Boards

Training & Development of Engineers

o Junior Management Board
o Task Forces
o Role Playing
o Specialization Courses
o Management Development Programs
o Case Studies
o Project / Special Assignments

Training & Development of Sales Force

o Presentations & Workshops
o Role Playing
o Personality Development Course
o Coaching & Counseling by Marketing Consultants
o Market Research Assignments
o Brain Storming Exercises

Management Development

Development of managerial staff is the application of planned efforts to assists in maintaining & improving managers for effective achievement of organizational goals. Management development begins by defining goals, assessing management staff’s weaknesses & strengths and developing a long-range plan. Training programs are then established & implemented and finally they are evaluated for effectiveness. Management development should produce the desired change in behaviour.

Following techniques are suggested for development of managerial staff in HVACR Industry:

o External Courses
o In-house Seminars / Workshops
o Guided Self Study
o Mentors
o Task Force
o Management Boards
o Assistant – to – Positions

Organizational Development for HVACR Industry

Organizational Development is a planned & calculated attempt to change the beliefs, attitudes and structure of an organization to adapt to new technologies and market demands in a global competition.

The Organizational Development Techniques / Approaches for HVACR Industry are the following three:

1. Survey Feedback: Organization members are interviewed or a questionnaire is circulated to get their views on the organizational procedures & processes and any change desired by them.

2. Team Building: It focuses on goal setting, interpersonal relations and role analysis.

3. Third Party Intervention: It involves hiring the services of Human Resource Development Consultants.

Conclusion

The real need of today and the future have changed for developing learned managers to learning managers. The model manager is a multiplier manager who brings in synergy in the team thus enhancing & multiplying the outcome / productivity. The learning manager of today stresses participative learning and relates personal knowledge & skill to the projected tomorrow. To learn something new, we have to unlearn certain things that demand a proper attitude towards learning.

The training & development programs simply make a person aware of the growth possibilities and encourage self- help. The urge to acquire knowledge & skill must be strong within the individual that requires proper motivation.

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The ultimate goal in printing pizza flyers is to increase your sales, so you will be working with online tools that were developed to help save you money while designing a flyer that sells those pizzas. When working with an online site design tool, take the time to read the reference material provided for you, so that you can design your flyer using industry standard formatting and tips proven to increase your sales like crazy. The information is provided to help you get the most for your advertising dollar, and that means designing a flyer that sells pizzas.

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The greatest challenge in recruiting for green technology professionals at this time is the small pool of candidates with direct experience, relative to other sectors. From start-ups to established large firms, companies are setting the bar higher during the last few years. This is because they can and they should. The downturn has made available many more qualified (and less qualified) candidates for all roles. Companies are on tighter budgets and funding is not as easy to come by even as VC funding returns to healthier levels, so every penny counts and every opportunity should be fully exploited; all that to say, companies are looking to hire the best talent they can afford.

Green or clean tech has been around for several decades but not really considered viable by the mainstream until the last decade. Investment in cleantech has increased 15 fold over the last decade and leading industry resources such as the Cleantech Group anticipate that 2011 will be a record year for cleantech innovation financing due to growth in Asia and the ongoing push for resource efficiency. Given these industries’ high growth, fast innovation, and relative youth, the demand for qualified and experienced professionals is competitive, and will not be satisfied entirely by candidates within the greentech industries.

There are several ways to enter greentech. It can be challenging. Opportunities can be created and experience had by joining industry groups, volunteering, and pursuing education and certifications. By far the easiest way to get into greentech is to look to transferability. Of course certain skills and experience are more transferable than others.

A lot of the engineering skills necessary for success in the solar field are similar to the skillset developed in semiconductor industries. Wind turbine manufacturers often seek out mechanical engineers with experience in rotating and vibrating machinery design from the aerospace industry. Auto manufacturing expertise can translate to renewables in terms of process engineers and the plant floor. Many of the needs in the smart grid space are similar to the RF/wireless/networking technology fields.

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