hrd module 1
TRANSCRIPT
-
7/27/2019 Hrd Module 1
1/28
Human Resource
The sum of knowledge , skills , attitudes ,
commitment, values and the like of the people
of an organisation.
-
7/27/2019 Hrd Module 1
2/28
Development
It represents the activities that prepare an
employee for future challenges and
responsibilities.
-
7/27/2019 Hrd Module 1
3/28
H R D
A planned way of developing employees, groups
and the total organisation to achieve
organisational goals in an atmosphere of mutual
trust and confidence.
A set of interrelated activities ,by which human
potentialities are assessed ,selectively upgradedand appropriately deployed for achievement of
goals, which foster human dignity.
-
7/27/2019 Hrd Module 1
4/28
Origin of concept of H R D
The commodity concept.
The factor of production concept.
Goodwill concept. Paternalistic concept.
Humanitarian concept.
Human resource concept. The emerging concept-H R D.
-
7/27/2019 Hrd Module 1
5/28
Labour is regarded as a commodity to be bought and sold.
Workers are like machine tools.
Welfare measures will have a positive impact on workersproductivity.
Management satisfy the needs of employees,ie protectiveattitude towards employees.
To improve productivity needs of workers must be met.
Employees are the most valuable assets of theorganisation.
Employees should be accepted as partners in the progressof the company.employees should have a feeling that
organisation is their own.managers offer better QWL andprovide oppurtunity to people to exploit their potentialfully.
-
7/27/2019 Hrd Module 1
6/28
FEATURES- HRD
System.
Planned process.
Involves development of competencies at fourlevels.
Interdisciplinary concept.
Improves quality of life.
-
7/27/2019 Hrd Module 1
7/28
OBJECTIVES-H R D
Developing
The capabilities of each employee as an individual.
The capabilities of each individual in relation to present role.
The capabilities of each individual in relation to expectedfuture role.
The dyadic relationship between each employee and
employer.
Team spirit and functioning in every organisational unit
Collaboration among different units of the organisation.
Enable the capabilities of individuals, teams and entire
organisation.
-
7/27/2019 Hrd Module 1
8/28
BENEFITS-H R D
Develop competencies of people.
Improves team work.
Increases organisational effectiveness.
Full utilisation of individual potential.
Provides higher Q W L.
A signal to the employees that management believesthat they are important.
Foster commitment of human resources.
Provides two-way communication.
Focuses on need satisfaction.
Provides job enrichment.
-
7/27/2019 Hrd Module 1
9/28
LINE MANAGER
HRD MANAGER
EMPLOYEES.
RESPONSIBILITY FOR HRD
-
7/27/2019 Hrd Module 1
10/28
FUNCTIONS OF H R D
Development functions.Training ,learning & development.
Career planning & development.
Performance & potential appraisal.
Employee empowerment.
Maintenance functionsEmployee counselling,coaching and mentoring.
QWL
Control functionsHRD audit
Governance of ethics
-
7/27/2019 Hrd Module 1
11/28
ESSENTIALS OF GOOD HRD SYSTEM
Top management philosophy & understanding
of HRD.
Competent HRD staff.
Attitude of line managers.
Support of union and employees.
Use of appropriate HRD system. Periodical review exercises.
-
7/27/2019 Hrd Module 1
12/28
HRD COMPETENCIES
Training & development.
Performance & potential appraisal.
Career planning & development. Empowerment.
-
7/27/2019 Hrd Module 1
13/28
Competencies of HRD manager
Business skills.
Leadership skills.
Consulting skills.
Technical skills.
Interpersonal skills.
Global mindset.
-
7/27/2019 Hrd Module 1
14/28
Role and responsibilities of HRD
manager
HRD strategic advisor.
HRD system designer and developer.
Organisation change consultant.
Organisation design consultant. Learning programme specialist.
Instructor/facilitator.
Individual development and career consultant.
Performance consultant.
Researcher.
-
7/27/2019 Hrd Module 1
15/28
The HRD manager has to function under various constraints-internal & external.
In this role the issues concerning an orgns external & internal people are brought to attention of
strategic decision makers.
HRD SYSTEM DESIGNER & DEVELOPER
Designing and preparing Hrsystems for implementation so that HRD systems are mutuallyreinforcing and maxi impact on orgnl performance & OD.
ORGANISATION CHANGE CONSULTANT
Facilitating the devpt & implementation of strategies for transforming orgns.
ORGANISATION DESIGN CONSULTANT
Identify the work required to fulfill orgnl strategies.It involves organising the work that makes
efficient & effective use of resources.
LEARNING PGM SPECIALIST
Learning needs r identified to design and develop structured learning programs and materials.
INSTRUTOR/FACILITATOR
Information is presented and lead structured learning experience &GD r facilitated.
INDI DEVP & CAREER CONSULTANT
Help people to assess their competencies, values and goals so that they can plan &implement
devpt action.
PERFORMANCE CONSULTANT
Assisting indi to add value in the work place.HRD people have a coaching & consulting role.
RESEARCHER
Assessing HRDpractices and programs and their impact empirically. Communicate the result so thatorgn &its people accelerate their change and devpt.
-
7/27/2019 Hrd Module 1
16/28
H R D APPROACHES
The strategic HR framework approach.
The integrative frame work.
Human capital appraisal approach. HRD scorecard approach.
PCMM approach
-
7/27/2019 Hrd Module 1
17/28
The strategic HR frame work approach
It offer specific tools and path to identify how anorganisation can leverage its HRDpractices.Three
important elements are business strategy ,organisational capabilities and HRD practices.
The integrative framework approach
Three path through which HRD practices contribute tobusiness performance.1)by building organisationalcapabilities.2)by improving employee satisfaction3)byshaping customer satisfaction.
Argued that HRD should be business driven ,impact
driven , forward looking and innovative and focusing onentire HRD system(taking into a/c the synergies existamong HRD practices)
-
7/27/2019 Hrd Module 1
18/28
Human capital appraisal approach
(knowledge&exp+personal pdty+personal creativity+E I
To create value with in an orgn
5 stages in the management of human capital:
*Clarification stage ,assessment stage , design stageimplementation stage and monitoring stage
5 areas of human capital management
*Recruitment, retention & retirement ; rewards&performance mgmt; career development and training; organisational structures ; human capital enablers.
These are used to evaluate and manage the humancapital .
-
7/27/2019 Hrd Module 1
19/28
HRD score card approach
It measures the effectiveness and efficiency of the HR function in
producing those employees behaviour that are important for a
firm in achieving its strategic objectives
A right business impact in terms of HRD systems ,competencies
and culture which can be assessed through a well formulated
HRD audit.
PCMM approach .
The People Capability Maturity Model
The basic premise is that practice cannot be improved , if it cannot
be repeated .The PCMM includes practices like communication
,managing performance , training ,compensation , competencydevelopment, career development and team building.
-
7/27/2019 Hrd Module 1
20/28
NEED FOR H R D
Helps to procure right people at right time and make themeffectively utilised.
Improve the communication system in the organisation.
Improve the capabilities of people.
Improve employee commitment to the organisation.
Provide an opportunity for continuous and all round
growth of employees through career planning.
Improve collaboration and team work.
Improve problem solving and adaptation skill of
employees.
Generate a lot of useful data which facilitate H R planning
and control.
-
7/27/2019 Hrd Module 1
21/28
HRD-MICRO LEVEL & MACRO LEVEL
MICRO LEVEL
Institutional level.
MACRO LEVEL
National level.
-
7/27/2019 Hrd Module 1
22/28
HRD SYSTEMS
The purpose of HRD system is to build the
competencies and commitment of individuals, teams
and the entire organisation as a whole through a
variety of instruments . The instruments helps to
ensure maximum achievement of goals of HRD .
HRD system consists of following components--career system
-work planning system
-development system-selfrenewal system
-culture subsystem
-
7/27/2019 Hrd Module 1
23/28
The system approach to HRDhelps to facilitatesits contribution towards the mission andobjectives of the organisation
The instruments available for an organisationare put into subsystem and become HRDsystem or subsystem.
Training ,performance appraisal, potentialappraisal&development,employeecounseling&coaching,career planning &
development,mentoring,role analysis,OD, teambuilding activities etc.are instruments of thesubsystem.
-
7/27/2019 Hrd Module 1
24/28
Career sys-employees r devped thru proper appln of
performance & pot appl,career planning & devpt activities.this
activities r linked to business str of the orgn.
Work planning sys- understanding orgn mission&obj helpsemployees to plan their works &o/p to achieve obj and can be
reviewed for making appropriate improvements.
Devpt sys-employees skills need to be conti ly developed
through training , learning , coaching etc so that futureorganisational challenges and reqts can be adequately met.
Self renewal sys-orgn being interactive social sys must ensure
adaptability to their envt thru feedback and research related
activities .this require activities for employees like team building
Culture sub sys-a climate that set norms, values and culture and
ensure high level of motivation for employees
-
7/27/2019 Hrd Module 1
25/28
SUB SYSTEM OF H R D SYSTEM
1) Role analysis
2) Data bank
3) Appraisal
4) Counseling
5) Self development
6) Training
7) Manpower forecast
8) Corporate planning
9) Succession planning10) Career planning
11) Job rotation and transfer
-
7/27/2019 Hrd Module 1
26/28
Role analysis-a tech for maxing human contri bution to the orgn.it must beperiodically conducted to keep the role profile relevant to the needs of theemployees and the orgns.it is the process of collecting,analysing andrecording information about the reqts of roles to provide basis for a roleprofile.
Data bank-the process of maintaining systematic information about theindividual employees .it becomes the foundation on which various subset ofHRD are developed to enhance organisational improvements andeffectiveness strategies.
Appraisal-is the process by which organisations evaluate the performance
of employees w r t their suitability in their present job and accessingpotential for future job.it impacts manpower forecasting ,trainingdevelopment and career planning and development.
Counseling-it is the process of dealing with emotional problems ofemployees with the general objective of decreasing the tension of theemployee.It may be many types.
Self development-it comprises the development of the self.it referseducation or training,counseling and coaching of personal transformationand inner pathways to solve social and psychological issues. (Contd)
-
7/27/2019 Hrd Module 1
27/28
Training-refers to the systematic process of developing the job related competenciesof employees for present and future roles and responsibilities in the organisation .Designed to increase employees knowledge , skills and abilities to foster jobperformance improvement.
Manpower forecast-it is the process of determining the number of employeesneeded at some future time and estimating the number of current employeeswho will be available to fill various jobs at some future time.it is vital to thesurvival of an organisation.
Corporate planning-it is the process of formulation of methods by whichorganisations goals and objectives are to be achieved.
Succession planning-it is the process of getting the right number of people with theright skills, experiences and competencies in the right job at the right time.It isdesigned to ensure the continued effective performance of an organisation.
Career planning-process of systematically matching career goals and individualcapabilities with opportunities for their fulfillment. It involves
-disseminating career information to all employees.-planning career path for individuals and group of employees.
-planning developmental strategies for employees with low potential.
Job rotation & transfer-systematically moving employees from one job to anotherwith a specific objective.
Th i iti d d l t f l
-
7/27/2019 Hrd Module 1
28/28
The acquisition and development of employees
skills and competencies through sophisticated and
systematic selection ,induction training and
appraisal has a positive impact on quality andproductivity. It leads to better motivation within the
organisation.
To maintain the effectiveness of various subsystemsof HRD, periodic HRD audit must be conducted to
identify gaps, obsolescence etc from time to time in
order to maintain a responsive HRD system.