Professional Documents
Culture Documents
T V Rao
HRD is a system
How much empathy one individual has for the other person
People become more competent as they are aware of the skills required
People develop greter trust and respect for each other.They become more
authentic in their behaviour
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
Organisation development
Rewards
Communications Strategy:
In today’s changing scenario, it is essential to educate and train
employees about the change
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.
Learning Strategy:
Continuous development and learning environments promote self
development of employees, of self and by self.
Designing HRD Strategy
Getting The Big Picture
Conducting HR Analysis
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 creative
Efficacy bound to be low
4) confrontation
If people in an organization avoid problems or shift them on them to
Others their role efficacy will be low. The tendency to confront problems
And find relevant solutions contribute to efficacy
Role centering
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
Positive synergy
Organizational flexibility
Types of Teams
Problem solving teams
Self managed teams
Cross functional teams
Virtual 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