Staff DevelopmentWhat is Staff Development ( SD ) ?

What are the objectives of SD ?

Why SD is needed ?

What will be the role of a Manager for SD ?

What are the Methods of SD ?

Influencing factors of Staff Development

HRD as a Three Way Exchange (Transactional) Model

HRD practice / Believes

Human Resource Management Human Resource Management and HRDand HRD

HRM involves the following HRM involves the following functions :functions :

1.1. AcquisitionAcquisition

2.2. DevelopmentDevelopment3.3. UtilizationUtilization4.4. MaintenanceMaintenance5.5. SocializationSocialization

DevelopmentHRM

Acquisition

UtilizationMaintenance

Socialization

Development

Importance of Human ResourceImportance of Human Resource

IN

U

P

T

S

Individuals

Organizational Development

Better Performance

Desired Change

NO

NO

Individual Work Performance

Ability Willingness

Knowledge Skills

Education

Experiences

Attitude

Training / Practice

Work Environment

Work Motivation

Organizational Culture

DefinitionsDefinitions of HRDof HRDHRD is a continuous processHRD is a continuous process that helps to that helps to acquire, sharpen and utilize capabilitiesacquire, sharpen and utilize capabilities required to perform various functions of an required to perform various functions of an organizationorganization to achieve its’ pre-determined to achieve its’ pre-determined objectivesobjectives andand it also helps to meet present it also helps to meet present and future organizational challengesand future organizational challenges..

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HRD Definition ( Contd……)( Contd……)

- Development of professionalism

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- Unlocking the potentials ;+++F+efAotfsf] phfu/

When do we need staff When do we need staff Development ?Development ?

Required competencyRequired competency

GAPGAP

Actual competencyActual competency

( Minus )( Minus )

GAP

Do we need staff development Do we need staff development ??

If the required If the required competencies are competencies are equal to actual equal to actual competenciescompetencies

REQUIRED

A C T U A L

NO GAP

Main Objectives of Staff Main Objectives of Staff Development Development

11 Develop individual capabilities : Develop individual capabilities : • To perform present job betterTo perform present job better

• To be prepared for the future jobTo be prepared for the future job• To discover and utilize staff potentialityTo discover and utilize staff potentiality

Main Objectives of Staff Main Objectives of Staff Development Development (Contd..)(Contd..)

2. Develop organizational 2. Develop organizational culture for the better:-culture for the better:-

•senior-subordinate relationshipsenior-subordinate relationship•team spiritteam spirit•transparencytransparency•risk taking attitude of staffrisk taking attitude of staff•commitment and belongingness commitment and belongingness to the work organization. to the work organization.

Reasons for the HRD Reasons for the HRD needs in organization:needs in organization:

- To increase productivity of staff- To increase productivity of staff

- To meet suitable manpower - To meet suitable manpower needneed

- To address market (- To address market (competition)competition) related issuesrelated issues

- To be in tune with rapid - To be in tune with rapid technological changestechnological changes

Reasons for the HRD needs Reasons for the HRD needs in organization:in organization:

Contd..Contd..

- To catalyze the changing needs and - To catalyze the changing needs and expectations of people for better expectations of people for better quality of goods and services.quality of goods and services.

- To respond to the changes which - To respond to the changes which comes because of change in comes because of change in external environmentexternal environment

- To ensure organizational growth - To ensure organizational growth - To create good work environment- To create good work environment

• Identify the development needs of staffIdentify the development needs of staff • Manager should plan and implement staff Manager should plan and implement staff

development programmesdevelopment programmes• Utilizing the ability and potentiality of staffUtilizing the ability and potentiality of staff• Motivating staff Motivating staff • Giving feedback / suggestions to the staff Giving feedback / suggestions to the staff • Continuous monitoring and evaluation Continuous monitoring and evaluation • A manager should also act as a:A manager should also act as a: Trainer, Coach, Counselor, Role model in officeTrainer, Coach, Counselor, Role model in office

The role of a manager The role of a manager for HRD:for HRD:

Methods of Staff Development Methods of Staff Development in Organization in Organization

Staff can be developed in organization by Staff can be developed in organization by providing them opportunities of:providing them opportunities of:

·        Education and training ·        Education and training Better linkages between performance Better linkages between performance

and incentivesand incentives·        Career development opportunity ·        Career development opportunity ·        Work motivation·        Work motivation·        Coaching/ counseling / mentoring·        Coaching/ counseling / mentoring·        Job rotation·        Job rotation              

Methods of Staff DevelopmentMethods of Staff Development ( Contd…… )( Contd…… )

Workshop / seminars / study tours / attachment

Effective feedback systemSupporting new ideas of staffDeveloping system to recognize

good work Proper handling of staff grievancesSuitable work environment Regular staff meeting

Delegation of authoritySpecial assignments / new tasks / nominating in special committeeSelf development activitiesDeveloping study habits / visiting

web sitesParticipating in professional groups ( like MAN, PAAN, etc.)

Methods of Staff DevelopmentMethods of Staff Development ( Contd…… )( Contd…… )

HRD as a Three Way Exchange HRD as a Three Way Exchange (Transactional)(Transactional) Model Model

Organization

HRD Dept. Employees

Influencing Factors of HRD in Organization

HRD in Organization

Vision / MissionObjectives

Organizational Plan

Resources

Support

Rules and Regulation Dev. Needs of the Staff

Drive /Motivation

Organizational Culture

Some HRD MythSome HRD Myth

* Employees strengths will take care of themselves

* Fixing employees’ weakness will improve performance and enhance the organization's effectiveness

* Many managers and employees believe they can do anything

The biggest problems of managers in these days is “ They are busy in correcting employees weaknesses rather than discovering things which employees can do better “

HRD PracticeHRD Practice 1. In HRD practice, no other activities are more

important than TRANSFER OF LEARNING

2. Just transfer of learning may not help to enhance staff performance IF IT IS NOT RELATED WITH JOB

3. Even if the transfer of learning is related with job, it needs to be implement ed, And for implementation;

a. Support mechanism within organisation

b. Motivation to apply learned skills / knowledge

C.Work environment (Physical and Psychological)

For your time and attention- Bharat Thapa

NASCbharat_nasc@yahoo.com