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

HRD IS HUMANISTIC CONCEPT

People can do better, they can do wonders

Involve them trust them and empower them

Focus on strength of people

Integrate the needs and aspiration of individuals

Encourage individual initiative and response by providing and fostering culture

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

Objectives of HRD

HRD basically aims at developing :-

The capabilities of each employee as an individual

The capabilities of each individual in relation to his/her present role

The capabilities of each employee in relation to his/her expected future role

The dyadic relationship between each employee and his/her employer

The team spirit and functioning in every organizational unit

Collaboration among different units of thye organisation

Point of Point of distinctiondistinction

Personnel Personnel functionfunction

HRDHRD

OrientationOrientation maintenancemaintenance developementdevelopement

structurestructure Independent Independent functionfunction

Interdependent Interdependent partsparts

PhilosophyPhilosophy Reactive Reactive functionfunction

Proactive Proactive functionfunction

ResponsibilityResponsibility Excusively Excusively personnel dept.personnel dept.

All managersAll managers

motivatorsmotivators Monitory Monitory rewardsrewards

High order High order needsneeds

AimAim Improve Improve efficiencyefficiency

Develop Develop organization organization

Need for HRD

To develop competencies

Mitigate the evil consequences

Bring system wide change

Develop proper development climate in the organization

HRD PROCESS

Personal levelPersonal level ExistentialExistential

processprocess

Process tells us how an individual perceives Process tells us how an individual perceives his environment and how he interacthis environment and how he interact

InterpersonalInterpersonal

levellevel

EmpathicEmpathic

processprocess

How much empathy individual has for other How much empathy individual has for other person and establishes relationship with himperson and establishes relationship with him

Role levelRole level CopingCoping

processprocess

Individual is required to cope up with Individual is required to cope up with pressures and stresses in relation to his role pressures and stresses in relation to his role in organizaionin organizaion

Group levelGroup level BuildingBuilding

processprocess

How various groups form themselves as How various groups form themselves as distinct entitiesdistinct entities

IntergroupIntergroup CollaborativCollaborative and e and competitivecompetitive

Positive if promote group and negative if do Positive if promote group and negative if do not promote to reach goalsnot promote to reach goals

organizationalorganizational growthgrowth issues relating to self renewal and changeissues relating to self renewal and change

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, performance appraisal,feedback,counselling job enrichment improve this process

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,conflict,cooperation and competition are important areas Of study in this process

Training, 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

Organisational level: Growth process

Growth process involves issues relating to organisational climate,Self renewal and change

HRD Outcomes

People become more competent as they are aware of the skills required

People understand their role better because communication increases and They are aware of the expectations of other members

People become more committed to their jobs because there is greater Objectivity in administration of rewards

People develop greter trust and respect for each other.They become more authentic in their behaviour

Greater collaboration and team work produces synergy effect

People are equipped with problem solving capabilities more prone to risk Taking and proactive in their orientation

Lot of useful and objective data on employees are generated which facilitate Better HRP

HRD MECHANISM OR SUBSYSTEMS

Performance appraisal

Potential appraisal

Career planning

Training and development

Organisation development

Rewards

Employee welfare and quality of work life

Human resource information system (HRIS)

HRD StrategiesHRD Strategies

“ HRD Strategies are a plan that defines how the human

resources would be utilized through the use of an integrated

array of training, organizational development and career development

efforts to achieve individual, organizational objectives.”

Major HRD StrategiesMajor HRD Strategies

Communications Strategy: In today’s changing scenario, it is essential to educate and train employees about the change Accountability And Ownership Strategy: Employee’s accountability and ownership leads to higher productivity and customer acceleration.

Quality Strategy: Quality needs to be fostered in the employees through training and development.

Cost Reduction Strategy:Every employee’s contribution in savings is crucial as small contributions from each employee can be pooled by organizations to save substantial savings at the end of a given period and enhance its competitive strategy.

Intrapreneurship Strategy:Every employee needs to be an independent entrepreneur, who can generate ideas and bring them to reality by using the existing resources and support of the org to create innovative and creative products and services.

Culture Building strategy:Org’s valuing its employees have a sustainable competitive edge over competitors because employees are highly charged, motivated and commitment to the org.

Systematic Training Strategy:The planning and organization of formal on-job training and off-job training leads to improving vital employee characteristics, build and sustain appropriate work culture and brings in more professionalism in action.

Learning Strategy:Continuous development and learning environments promote self development of employees, of self and by self.

Designing HRD StrategyDesigning HRD Strategy

Developing A mission Statement

Conducting Org. SWOT Analysis

Conducting HR Analysis

Getting The Big Picture

Determining Critical people issues

Developing Consequences and solutions

Implementation and evaluation of action plans

Designing HRD StrategyDesigning HRD Strategy

Getting Big Picture:Getting Big Picture: Understanding of business strategy to highlight the key Understanding of business strategy to highlight the key

deriving forces of the business such as-deriving forces of the business such as-TechnologyTechnologyDistributionDistributionCompetitionCompetitionMarketsMarkets

Developing a Mission statement:Developing a Mission statement: The mission statement should relate to people side of the The mission statement should relate to people side of the

business. The words or references should not be business. The words or references should not be idealistic statements-it is the actual process of thinking idealistic statements-it is the actual process of thinking through the issues in a formal manner. through the issues in a formal manner.

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.

Conducting a detailed HR Analysis: It concentrate on the organization’s culture, organizational structure, people and COPS (Culture, org, people, systems). Then gap analysis can be undertaken by examining present status and desired status.

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, elaborated and created. 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.

The role

“ The role is the position one occupies in a social system and is defined by the functions one performs in response to the Expectations of the significant members of a social system and One's own expectations from that position or office ”

Role systems from individual point of view

System of various rolesThat individual carries and perform(role space)

System of various rolesOf which his role is a part(role set)

Concept of role efficacy

Performance of a person working in an organization depend onHis own potential effectiveness, technical competence ,managerialExperience as well as on the design of the role that he performs inAn organization .It is the integration of the two that ensures personseffectiveness

When we move from role taking to role making effectiveness increases

Aspects of role efficacy ( 3 dimensions)

Role making Role centering Role linkingSelf role integrationProactivityCreativityconfrontation

CentralityInfluencePersonal growth

inter role linkage helping relationship superordination

Role making

1) Self role integrationWhen a person’s role provides him with greater opportunity for Using special strength ( experience, training etc).This is known as self role integration

2) Proactivity A person who occupies a role responds to various expectations that people in the organization have from that role. This gives him satisfaction It satisfies others in the organization

3) Creativity

If a person feel that the role does not allow any time to be creativeEfficacy bound to be low

4) confrontation

If people in an organization avoid problems or shift them on them toOthers their role efficacy will be low. The tendency to confront problemsAnd find relevant solutions contribute to efficacy

Role centering

1) Centrality : If a person feels that the role he occupies is central to the organization his role efficacy is likely to be high.If people feel that there roles are not important their potential effectiveness will be low

2) Influence : The more influence the person is able to exercise in his role the higher its efficacy is likely to be

3) Personal growth : The perception that the role provide the individual with opportunity to grow and develop increase role efficacy

Role linking

1) Inter-role linkage : Linking one’s role with other’s in the organization increases efficacy.If there is a joint effort to understand problems find solutions efficacy of roles involved will be high

2) Helping relationship :If a person performing a particular role feels that he can get help from some source in the organization.whenever the need arises he is likely to have higher role efficacy

3) Super-ordination : A role may have linkage with systems,groups entities beyond the organization when a person performing particular role feels that what he does is likely to be of value to larger group his efficacy is likely to be high

The Team

According to Katzenbach and Douglas Smith “ A team is a small Number of people with complementary skills who are committed To a common purpose, set of performance goals and approach for which they hold themselves mutually accountable”

Characteristics of effective teamCharacteristics of effective team

Rensis Likert and Douglas Mc Gregor identified following Characteristics of well functioning effective teams

1) Atmosphere needs to be relaxed, comfortable and informal2) Teams task is well understood and accepted by members3) The members listen well to each other and there is lot of task relevant discussion in which most members participate4) People express both their feelings and ideas5) Conflicts and disagreements are present but are centered around ideas and methods not around personalities and people6) Self conscious about its own operations7) Decisions are usually based on consensus not on majority vote

Importance of TeamsImportance of Teams

Primary benefits of team are:-Primary benefits of team are:- Improved employee motivation

Positive synergy

Satisfaction of social needs

Commitment to team goals

Improved organizational communication

Benefits of expanded job training

Organizational flexibility

Types of TeamsTypes of Teams

Problem solving teamsProblem solving teamsSelf managed teamsSelf managed teamsCross functional teamsCross functional teamsVirtual teamsVirtual teams

1) Problem solving teams : teams consist of 5-12 employees of same department who meet a few hours every week to discuss the ways and means of improving quality drawback – these teams can only give suggestion but could not implement solutions

2) Self managed teams : self directed work teams take responsibilities of their former supervisors. They collectively control over pace of work and determine work assignment drawback : high absenteeism and turnover rate

3) Cross functional teams : These teams are made of employees from different work areas who come together to accomplish task example committees

4) Virtual teams : cross functional team that operate across space time and organizational boundaries with members who communicate mainly through electronic technology

The OrganisationThe Organisation Organisation refers to a group or an association or an institution of individuals working in prestructured manner for achieving predeterminedCommon goals

Louis A Allen defined it as a mechanism or structure that enables living Things to work effectively together

Chester Bernard defined Organisation as system of consciously co coordinated activities or forces of 2 or more persons

Primary characteristics of Primary characteristics of OrganisationOrganisation

Organisation is a social grouping which consist of individuals. It operates Through these individuals who are known as members or employees Of the Organisation

Once the Organisation is formed it acquires its own entity Structure, process to be used and functions to be performed For achieving goals

Every Organisation is based on principle of cooperation All members of the Organisation and all sub system of it work Together in cooperation in given situation for realizing objective

Organisation is goal oriented and is purposeful system to achieve Common goals that an Organisation is designed and its activities are Directed and coordinated

Organisation are marked by deliberate planning done by group of Individuals known as top managers

Division of labor is important feature of Organisation

Every organization operates within external environment which provides broad parameters and constraints to it

HRD MatrixHRD Matrix

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