Human Resource Development

A comprehensive Human Resource Development (HRD) program will be pursued by MDARRC in the next seven years (CY 2016-2022) to ensure that researchers and support employees develop their technical capabilities, personal and organizational skills, knowledge, and abilities. This includes such opportunities as employee training, employee career development, performance management and development,  coaching,  mentoring,  succession planning, and organization development.

The focus of all aspects of Human Resource Development is on developing a most superior and technically capable workforce so that MDARRC technical, support staff and job contract personnel can accomplish their work goals in service to our clientele and stakeholders.

MDARRC through its Comprehensive Training Program is geared towards providing effective policies, procedures, and people-friendly guidelines and support services to make sure that the Research Center’s, vision, mission, goal and guiding principles shall be instilled in every technical personnel, support staff and job contract employees for the effective delivery of environmental services to our target clientele and stakeholders.

MDARRC’s Comprehensive Training Program is geared towards employee’s growth and develop job and career enhancing skills. In fact, this opportunity for employees to continue to grow and develop through trainings, seminars, educational exposure trips are the most important factors in employee motivation.

The center’s HRD program shall also focus on what employees want from training opportunities that will change significantly the human resource’ responsibilities in their current job. This program shall emphasize what employees want in terms of training and development opportunities. This program shall also articulate an opportunity to create devoted, growing employees who will benefit both the Office and the clientele/stakeholders and the community in general.

MDARRC’s Employee Career Development Goals

  • Expand the job to include new, higher level responsibilities.
  • Reassign responsibilities that the employee does not like or those that are routine.
  • Provide more authority for the employee to self-manage and make decisions.
  • Invite the employee to contribute to more important, department or agency-wide decisions and planning.
  • Provide more access to important and desirable meetings.
  • Provide more information by including the employee on specific mailing lists, in Office briefings, and in the management conference.
  • Provide more opportunity to establish goals, priorities, and measurements.
  • Assign reporting staff members to his or her leader or supervisor.