HRD INTERVENTIONS

Submitted by,
KEERTHANA DINESH
S3 MBA
DCMS
 What is HRD?
• Human Resource Development (HRD) is the
framework for helping employees develop
their personal and organizational skills,
knowledge and abilities.
• HRD includes such opportunities as employee
training, employee career development,
performance management and development,
coaching, mentoring, succession planning, key
employee identification, and organization
development.
 FEATURES OF HRD
• Systematic approach
• Continuous process
• Multidisciplinary subject
• Planned process
• Inter group relationships
• Develops competencies at four levels
• Contribute professional well being, motivation
and pride of employees
 HRD Intervention
• HRD programmes and interventions can be
used to address a wide range of issues and
problems in the organization.
• They are used to orient and socialize new
employee into the organization, provide skills
and knowledge, and help individual and group
becomes more effective.
 Top 6 HRD interventions for any
organization
1. Competency mapping exercise
2. Start from the top
3. Leadership Development Programmes (Using
360 degree feedback and climate surveys)
4. Assessment and Development Centres
5. Performance Appraisal Interventions
6. Use a participative approach
1. Competency mapping exercise
• Map competencies for entire organization.
• Use participative process.
• Defines required skills, summary of business plans,
targets, etc..
2. Start from the top
• Top management should know the purpose and
importance of competency mapping.
• They should be involved in the setting of vision and
strategic plan.
• Use behavioural science specialists and knowledge.
• Use sequential approach
3. Leadership Development Programmes (Using
360 degree feedback and climate surveys)
• Develop a leadership and managerial effectiveness
tool.
• This tool is then used to get individual assessments
made for the top level, senior level and middle
level executives.
• It help the candidate get an insight into his/her
own behaviour and leadership competencies.
4. Assessment and Development Centres
• Helps employers understand the capacity and the
capability of the individual in social settings.
5. Performance Appraisal Interventions
• This intervention is a systematic process of jointly
assessing work related achievements, strength
and weaknesses.
• Measures Performance

6. Use a participative approach

• Get top management commitment.
• Help them to experience how it helps them focus
their work, plan time and maximize their impact.
HRD INTERVENTIONS IN FOUR PHASES
 CONCLUSION
• HRD is a set of systematic and planned activities
designed by an organization to provide its
members with the opportunities to learn
necessary skills to meet current and future job
demands.
• The ultimate outcome of HRD interventions is
performance focused at the levels of individual
and groups work processes and organisations.
• The intervention should be system driven and
should involve the whole system.