HRD Climate

Human resource development is the systematic and planned activities designed

by an organization to provide its members necessary knowledge, skills to meet
the current and future job demands. Human Resource Development is a
continuous process and a part and parcel of the culture of the organization and it
is needed to change the attitude of people.
HRD climate in an organization can be identified by using the following
indicators:

Managements attitude towards their employees and their work

Managements belief in subordinate development
Willingness of the company in investing in human resource
The extent to which the seniors or the supervisors believe in giving
behavioural inputs to his subordinate
Whether the management or the senior executive is showing interest in
their juniors in terms of competency development
How are the organization systems like performance management,
performance appraisal and other systems?
What kind of communication is prevalent in the organization? Whether it is
top down or whether the employees are kept well informed about the
decisions and whether they are consulted in it or not?
What kind of atmosphere is in the organization? Whether there is
atmosphere of transparency or not in the organization? Whether there is
atmosphere of fear in the organization?
How is responsibility and authority delegated in the organization? Is it
delegated in a fair and transparent manner or not?
How much emphasis is given in the organization when it comes to team
building? Whether the systems and processes are there that encourages
team building?
Finally, what is the scope of personal and professional development in the
organization?

Climate can be mainly of three types:

Excellent When the scores are greater than 80% of the total scores
Good when the scores are in the range of 60 to 80%
Poor or scope of improvement when the scores are less than 60% of
the total scores

HRD Climate Questionnaire

Sn Questions Not at Rare Someti Mostl Alwa

o all ly mes y ys
True True True (3) True True
(1) (2) (4) (5)
1 My supervisor treats me
fairly and with respect

2 My supervisor
acknowledges me when I
do my work well

3 My supervisor tells me
when my work needs
improvement

4 I feel valued as an
employee in the
organization

5 I am given the required

resources to do my job
well

6 I feel encouraged to come

up with new and better
ways of doing things

7 The company invests in

training programs and
team building activities

8 Team building activities in

the past have been
effective

9 The performance
management system in
my organization is fair
and transparent

10 The trainings that are

given to me help me in
doing my job well

11 My inputs are valued by

my peers as well as the
management

12 I am given autonomy to
do my work

13 The work that I get is

challenging
14 My manager is easily
approachable to me

15 I feel part of a team

working towards a
common goal

16 Senior employees provide

coaching and mentoring
to their subordinates

17 My supervisor takes care

of my developmental
needs

18 The company is willing to

spend in HR activities like
trainings

19 Delegation of authority
abd responsibility is done
in a fair and transparent
manner

20 I have a good work-life

balance

21 Management listens to
the grievances of the
employees and responds
quickly

22 There is effective
feedback system in the
organization

23 Any special request out of

genuine concern is taken
care of by the
management

24 My physical working
conditions are good

25 There is enough
opportunity for me to
advance in this
organization
Analysis and its Findings
Based on the survey that we conducted we found that the HRD climate
was good at Godrej. The score that came when we conducted the HRD
climate survey was 75%. On analysing further, we found that at Godrej
there is a huge amount of emphasis laid on subordinate development and
the senior managers do take a lot of effort in giving behavioural input that
can help them in improving their work. However, there were a few areas in
which some attention needs to be given like the frequency of training
given or the amount of money invested in training is not up to the mark as
per the survey results.

Training Need Analysis

According to instructional design process entire Training and Development
program involves a sequence of steps that can be grouped into four
phases: Need assessment, Design, Implementation and Evaluation.

Figure: Instructional Design Process

To ensure training cost optimization along with effective training and

development activities the training needs of organization are properly
identified and prioritized. The need is generally described as a gap
between what exists and what is needed, now and in the future.
A training need assessment provides vital information about the real
needs of the organization. This pre-training tool helps a company to
strategically identify specific areas needing attention (training and non-
training). The assessment results help target training more cost
effectively.

In the industry of Godrej, knowledge workers and their competencies are

the winners. Any mandate delivery on time and in full depends on their
capabilities of the people. Effective training aligned with needs of
associates would result in improved performance.

Training needs assessments ensures Right Person Right Training

Training manager must determine who, what, when, where, why and how
of training. This is required because:

Training maybe incorrectly used as a solution to performance

problem
Training program may have the wrong content, objectives or
methods
Trainees may be sent to training programs for which they do not
have the basic or prerequisite skills
Training will not deliver expected learning, behaviour change or
financial results that the company expects
Money would be spent on unnecessary programs

Four phases of training need assessment are:

Organizational Analysis
Requirement Analysis
Task Analysis
Person Analysis
Figure: Training Need Assessment Process

Need Assessment Questionnaire:

Individual Needs
1) Tell us about your organization and the department and what role are you
playing in your current job.
2) In your day to day job, what are the areas that you are facing difficulty in
performing your job well?
a) Technical
b) Functional
c) Managerial
3) Have you undergone any training program in the past? If yes, then was it
helpful in improving your skills or knowledge?
4) Is your opinion taken in designing and the delivery of training program? If
yes what is your level of involvement?
a) Taken Always
b) Sometimes
c) Never
5) Do you think that the current training program are able to align individual
goals with those of business goals or is there a gap? If no, what changes
according to you are needed?

Organizational Needs
6) What methods of training in the past has been most successful in
improving the performance of employee? What can be improved in each of
these?
 a) On the job learning
b) Classroom learning
c) Coaching/mentoring
d) Workshops
e) Seminars
7) How frequently are training programs organized? What is the annual
training budget?
8) If you (or your team) could choose your top three priority topics for
employee training and development this year, what would they be?
9) Is there a tool or resource that could help you or your team work more
efficiently?
10) What suggestions would you like to make so that the future training
programs are more effective and helps in improving the job performance?

Quantitative Survey

Sn Questions Not at Rarel Sometim Mostl Alwa

o. all y es True y ys
True True (3) True True
(1) (2) (4) (5)
Leadership Skills

1 I motivate people to do their

best on the job

2 I encourage initiative,
involvement and innovation
among my peers

3 I work hard to find consensus

in conflict situations

4 I delegate responsibility
accountability and authority
effectively

5 I am good at managing people

and allocating resources

Communication Skills
6 I listen to other people's view
and opinions

7 I give feedback to others when

necessary

8 I have no issue with

communication flow in the
organization

9 I am able to clearly articulate

 my thoughts and ideas

10 I think coordination between

various department is very
good

Team Building Skills

11 Team members are familiar

with each other
responsibilities

12 Team members resolve

conflict in a sound manner

13 Constructive feedback is given

by every member of the team

14 Team meetings are attended

by all team members

15 I have an influence on team

decisions

Analysis and Findings

Most of the work of the team is in the -------------------------- . Need Assessment
reflects a gap in the existing and desired skills of team members. (Himanshu pls
add as per your knowledge)
Bases on the quantitative survey, we found that scores on leadership skills and
communication skills were better than compared to the team building skills. The
scores on each of the above parameter are as followed:
Leadership Skills: 4.1
Communication Skills: 3.6
Team Building Skills: 3.1