G.S.

Mandal’s
Maharashtra Institute of Technology
Department of Management Science
M.B.A. Second Year
(2011)
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HRD FOR WORKERS

Presented By,
Vrushali M. Palodkar
Roll No. – 43
MBA-HR

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CONTENTS
 Introduction
 Objectives of HRD for workers
 HRD Mechanisms for workers
 Managing generations of workers
 Empowerment
 Cross functional teams
 Reorganization of Work
 Training and Counseling
 Conclusion
 Reference

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 INTRODUCTION
 Human Resource Development for Workers is a planned process to help
the workers in leading a productive work life as well as a good personal
life.
 This concept views workers as people interested and capable of
development. It aims at discovering synergy amongst all the concerned and
creating winning models to beat the rampant of this competitive age for
which a collegial cooperation between top-management, unions and
workers is required.
 HRD for Workers is a very complex process. Providing education and
training only to the workers cannot minimize the complexity. It requires
changing the orientations of managers, unions and workers and jointly
moving towards development.

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OBJECTIVES
 To make the workers realize their own potential
 To make the workers aware about the available resources in the
environment
 To give recognition to the workers in various possible ways
 To empower the workers to enhance productivity
 To develop occupational competencies compatible with present
requirements
 To develop achievement-orientation and self-management skills
 To develop psychological, social and cultural aspects

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HRD MECHANISMS FOR
WORKERS:
 Managing generations of workers
 Empowerment
 Cross functional teams
 Reorganization of Work

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 MANAGING GENERATIONS
OF WORKERS
 World war generation workers (born between 1922 and 1943) also
called as Veterans :

◦ This cohort’s earliest experiences are associated with that depressive

world event.
◦ They have the tendency to learn new skills to become more effective
in their current job, and they prefer to work with strong leaders as
they favor a top down approach to management.- Command and
control.

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 MANAGING GENERATIONS
OF WORKERS
 Baby Boomers’ Generation (born between 1943 and 1960) :

o These people were raised up in an era of optimism, opportunity, and progress

post war era.
o On the job, they value loyalty and, generally wait their turn for advancement
and promotion.
o They respect empowerment, challenge and growth.

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 MANAGING GENERATIONS OF
WORKERS
 Generation X workers (born between 1960 and 1980), also known as
GenXers :

o They grew up in a rapidly changing social climate and economy, in the

dawning of high tech and information technology age.
o On the job, they are independent and want fast feedback and recognition
(through job title, promotion and pay).
o One of the signs of development is that they tend to want a more
collaborative work environment, with an opportunity to share in
developing goals and even in strategic planning. (E.g., the growing
concept of Workers’ participation).
o They want opportunity, flexibility and acknowledge training.

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 MANAGING GENERATIONS OF
WORKERS
 Generation Y (born between 1980 and 2000) also called as Generation
Nexters :

◦ They are from advanced hi-tech and IT world.

◦ They are fast learners and tend to demand immediacy.
◦ Nexters have high expectations of personal and financial growth and seek
meaningful work that affects their world.
◦ They go with a conviction that not only will they change employers
throughout their career, but also the style of work they do.
◦ They tend to believe in collective action, optimism about the future, and a
trust in centralized authority.
◦ Even though they are the fresher, they have a strong will to get work done
with great zeal.
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EMPOWERMENT
Empowerment enables workers to bring their creativity into use and to
feel responsible. Many attempts are made to bring a congenial
industrial relationship between Employers and Workers. Workers’
participation is a major area. It incorporates the essence of
consultation, joint decision-making, self-management and even
delegation of decision rights to workers. There are many other
mechanisms like :

TQM (Total Quality Management), Quality circles, Workers’

Director on the Board, Shop floor committees, Plant level
committees, Functional committees (production, safety, cultural,
recreational) collective bargaining, Suggestion schemes (suggestion
box, horizontal communication) etc.

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CROSS FUNCTIONAL TEAMS
As the name implies, Cross-functional team is a small group of
individuals with different functional expertise working together towards
commonly accepted goals. Generally, the members are from different
work units and levels of hierarchy of the organization but sometimes
members may be from outside also – suppliers, consultants and even
customers. The team members engage in exchanging information,
coordinating activities, supporting each other, exploring strengths and
weaknesses of the team while considering the needs of individual
members. Besides recommending actions, the team also implements
them. Briefly, it is a unit of performance.

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REORGANIZATION OF WORK
Employers, managers, and employees face increasing business and
personal pressures putting their work life and personal life into difficulty.
There are many interventions, which look after work performance as well
as individuals’ needs. Mention may be made: - Work-life programs,
Motivation design, Job redesign, Work reorganization etc. The growing
understanding is that if work is poorly organized, then it can be dangerous
to the health of the workers and it has an impact on overall business of the
organization. With the realization that Organization of Work can lead to
improved health and the World of Work keeps on changing,
Reorganization of Work is considered necessary.

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TRAINING AND COUNSELING

 Training is an important mechanism for workers’ development.

 Counseling is an important mechanism to provide timely guidance
to workers and help them learn from their own mistakes.

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CONCLUSION

 HRD is a way of life for any organization.

 HRD for Workers is a dimension of new business model that
makes workers to feel recognized and grow, in a culture of open
interaction and learning.

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REFERENCE

 www.google.com

 Human Resource Development

By- Uday Kumar Haldar

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QUESTIONS?????

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