According to prof.

T V Rao

“ HRD is a process by which the employees of an organization are helped in a continuous and planned way to acquire capabilities required to perform various functions associated with their present or expected future roles , develop their general capabilities as individuals and discover their own potentials, develop an organizational culture in which superior subordinate relationship, teamwork and collaboration among subunits are strong and contribute to professional well being”

Meaning of HRD  It is positive concept in HRM  Believe in investment in human beings  Aims at overall development  Rooted in belief that human beings have the potential to do better .

Features of HRD  HRD is a system  HRD is a planned process  HRD involves development of competencies  HRD is an interdisciplinary concept  HRD improves quality of life .

Need for HRD To develop competencies Mitigate the evil consequences Bring system wide change Develop proper development climate in the organization .

HRD PROCESS Personal level Existential process Empathic process Coping process Building process Collaborativ e and competitive Process tells us how an individual perceives his environment and how he interact How much empathy individual has for other person and establishes relationship with him Individual is required to cope up with pressures and stresses in relation to his role in organizaion How various groups form themselves as distinct entities Positive if promote group and negative if do not promote to reach goals Interpersonal level Role level Group level Intergroup organizational growth issues relating to self renewal and change .

performance appraisal.At personal level : Existential process How individual perceives his environment and how he interacts with other How he achieves his goals in life Process helps in integration of individual with organization Career planning.counselling job enrichment improve this process .feedback.

cooperation and competition are important areas Of study in this process Training.conflict.Interpersonal level : Empathic process How much empathy one individual has for the other person How person reach out to the other person and establishes a Relationship with him Neglecting this process affect the interpersonal effectiveness of individuals In an organization Communication. communication improve this process .

Role level : coping process Individual should cope with pressures and stresses in relation to his Role in organization Individual can cope up with these pressures if he is aware of the Competencies required for performing the role Role analysis improve this process .

Group level : Building process This process tells us how various groups form themselves as distinct Entities in an organization How group contribute effectively to the goals of organization OD and team building exercise improves this process .

Intergroup level: Collaborative and competitive Competition is positive if it poses a challenges to a group in terms of standard of performance and achievement Competition is negative if it prevents or aims at escaping hard work Process is improved by creating the climate of trust. authenticity And openness clarifying norms and standards .

Self renewal and change .Organisational level: Growth process Growth process involves issues relating to organisational climate.

SWOT Analysis Conducting HR Analysis Determining Critical people issues Developing Consequences and solutions Implementation and evaluation of action plans .Designing HRD Strategy Getting The Big Picture Developing A mission Statement Conducting Org.

The words or references should not be idealistic statements-it is the actual process of thinking through the issues in a formal manner. .Designing HRD Strategy Getting Big Picture: Understanding of business strategy to highlight the key deriving forces of the business such asTechnology Distribution Competition Markets Developing a Mission statement: The mission statement should relate to people side of the business.

organizational structure. people and COPS (Culture. Then gap analysis can be undertaken by examining present status and desired status. people. .Conducting SWOT analysis of the organization: Focus should be on internal strength and weakness of the people side such as current skills & capability and research the external business and market environment to highlight the opportunities and threats. org. systems). Conducting a detailed HR Analysis: It concentrate on the organization’s culture.

. elaborated and created.Determining critical people issues: The business strategy is reviewed and examined against SWOT and COPS analysis to identify the critical people issues namely those issues that must be addressed so as to have a key impact on the delivery of business strategy . Developing consequences and solution: For each critical issue the options for managerial action generated needs to be highlighted. Then action plans around the critical issues is to be developed with set targets and dates for the accomplishment of the key objectives.

.Implementation and evaluation of the action plans: The ultimate purpose of developing a human resource development strategy is to ensure that the objectives set are mutually supportive so that reward sys are integrated with employee training and career development.

Outcomes and organisational effectiveness .HRD Matrix Matrix shows the interrelationship between HRD instruments Processes.

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