Hrd Module 1

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    Human Resource

    The sum of knowledge , skills , attitudes ,

    commitment, values and the like of the people

    of an organisation.

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    Development

    It represents the activities that prepare an

    employee for future challenges and

    responsibilities.

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    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.

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    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.

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    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.

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    FEATURES- HRD

    System.

    Planned process.

    Involves development of competencies at fourlevels.

    Interdisciplinary concept.

    Improves quality of life.

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    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.

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    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.

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    LINE MANAGER

    HRD MANAGER

    EMPLOYEES.

    RESPONSIBILITY FOR HRD

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    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

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    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.

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    HRD COMPETENCIES

    Training & development.

    Performance & potential appraisal.

    Career planning & development. Empowerment.

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    Competencies of HRD manager

    Business skills.

    Leadership skills.

    Consulting skills.

    Technical skills.

    Interpersonal skills.

    Global mindset.

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    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.

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    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.

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    H R D APPROACHES

    The strategic HR framework approach.

    The integrative frame work.

    Human capital appraisal approach. HRD scorecard approach.

    PCMM approach

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    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)

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    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 .

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    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.

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    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.

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    HRD-MICRO LEVEL & MACRO LEVEL

    MICRO LEVEL

    Institutional level.

    MACRO LEVEL

    National level.

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    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

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    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.

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    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

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    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

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    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)

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    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

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    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.