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are helped, in a continuous, planned way to acquire or sharpen capabilities required to perform various functions associated with their present or expected future roles. HRD also means competence building, commitment building and culture building. ELEMENTS OF GOOD HRD Corporate strategy/ business strategy which is linked with HRD System and system-driven HRD. Appropriately structured and competently handled HRD. Corporate strategy and business linked HRD----the organization may use a variety of strategies i.e. Changes in technology, changes in market, acquisitions and mergers, internationalization of business, addition of new products and services, cost-reduction efforts, quality enhancement programmes. If all these strategies have to succeed the people who are required to implement them, should have a high degree of commitment.
System-engineered and system-driven HRD-----component systems of HRD include career system, work-planning system, development system, selfrenewal system( survey feedback, team building ), culture system. Appropriately structured and competently HRD---------------HRD needs to be appropriately structured and completely handled. APPROACHES TO EVALUATE THE HR FUNCTION AND ITS IMPACT The Balance Score Card Approach ---popularized by Kaplan and Norton (1992-93), the balanced score card approach assumes that for a business to succeed in the long run, the expectation of three— stakeholder employees, customers and shareholders must be satisfied. Managers want a balanced presentation of both financial and operational measures. They therefore devised what they called the balanced scorecard----a set of measures that gives managers a fast but comprehensive view of the business. • The strategic HR framework--------the strategic HR framework aims to leverage or align HR practices to build organizational capabilities that enable an organization to achieve its goals. Components----business strategy, Organizational capabilities, Human resource practices. • ARTHUR ANDERSON’S Human capital appraisal approach----------five stages----1. The clarification stage, 2. The assessment stage, 3. The design stage, 4. The implementation stage, 5. The monitoring stage. • HRD Score Card: A proposed model---- to measure the HRD maturity level of an organization. The HRD maturity levels depends
on----1. HRD system maturity, 2. HRD competencies of the employees including the HR department, 3. HRD culture, business linkage of HRD.