ELEMENT OF GOOD HRD :-NEED FOR

REALIGNMENT

HRD has been defined as process by which the

employees of an organization are helped, in a
continuous, planned way to acquire or sharpen
capabilities required to perform various functions
associated with their present or expected future
roles.

HRD also means competence building, commitment

building and culture building.

ELEMENTS OF GOOD HRD

Corporate strategy/ business strategy which is linked

with HRD
System and system-driven HRD.
Appropriately structured and competently handled
HRD.

Corporate strategy and business linked HRD----the

organization may use a variety of strategies i.e.
Changes in technology, changes in market,
acquisitions and mergers, internationalization of
business, addition of new products and services,
cost-reduction efforts, quality enhancement
programmes.
If all these strategies have to succeed the people who
are required to implement them, should have a
high degree of commitment.
System-engineered and system-driven HRD------
component systems of HRD include career system,
work-planning system, development system, self-
renewal system( survey feedback, team building ),
culture system.
Appropriately structured and competently
HRD---------------HRD needs to be appropriately
structured and completely handled.

APPROACHES TO EVALUATE THE HR FUNCTION

AND ITS IMPACT

The Balance Score Card Approach ---popularized by

Kaplan and Norton (1992-93), the balanced score
card approach assumes that for a business to
succeed in the long run, the expectation of three—
stakeholder employees, customers and
shareholders must be satisfied. Managers want a
balanced presentation of both financial and
operational measures. They therefore devised what
they called the balanced scorecard----a set of
measures that gives managers a fast but
comprehensive view of the business.
• The strategic HR framework--------the strategic
HR framework aims to leverage or align HR
practices to build organizational capabilities that
enable an organization to achieve its goals.
Components----business strategy, Organizational
capabilities, Human resource practices.
• ARTHUR ANDERSON’S Human capital
appraisal approach----------five stages----1. The
clarification stage, 2. The assessment stage, 3.
The design stage, 4. The implementation stage,
5. The monitoring stage.
• HRD Score Card: A proposed model---- to
measure the HRD maturity level of an
organization. The HRD maturity levels depends
on----1. HRD system maturity, 2. HRD
competencies of the employees including the HR
department, 3. HRD culture, business linkage of
HRD.