The sub-systems of Human Resource Development are as follows:

1. Performance Appraisals: It has become increasingly important tools for organization to use in managing
and improving the performance of employees, in making timely and accurate staffing decisions and in
improving the quality of the firms products and services. The appraisal process is a formal way of
evaluating an employees performance. Its purpose is to provide an accurate picture of past and/or future
employee performance.

2. Potential Appraisal: If the employee is required to play a complete different set of roles at higher position,
potential appraisals needs to be carried out at regular interval. The appraisal is carried out on the basis of:
supervisors observation, performance data of previous role and performance on roles in simulated
settings relating to a new position.

3. Career Planning: It is a process of integrating the employees needs and aspirations with organizational
needs. Career programmes and HR programmes are linked to the degree that they help each individual
meet individual and organizational requirements. Career Planning does not guarantee success, but without
it, employees are rarely prepared to encash the opportunity that comes in their way.

4. Training & Development: Training is a learning experience designed to achieve a relatively permanent
change in an individual that will improve the ability to perform on the job. Employee development, on the
other hand, is a future oriented training process, focussing on the personal growth of the employee.

5. Organization Development: OD may be defined as a change effort that is planned, focussed on an entire
organization or a large sub-system, managed from the top, aimed at enhancing organizational health and
effectiveness and based on planned interventions made with the help of a change agent or third party who
is well versed in the behavioural sciences.

6. Rewards: People do what they do to satisfy needs. They choose to behave in ways which will maximize
their rewards. The most obvious reward is pay. Intrinsic reward comes from the job itself, such as feelings
of achievement, pride in doing a job etc. Extrinsic rewards come from a source outside the job, including
pay, promotions and benefits offered by the management.

7. Employee Welfare and Quality of work life: Employee welfare means the efforts to make life worth living
for workmen. The purpose is to improve the living standards of workers and thereby improve the quality
of work life. Quality of work life efforts are systematic efforts by organization to give workers a greater
opportunity to affect the way they do their job and the contributions they make to the organizations
overall effectiveness.

8. Human Resource Information System: Human Resource Information System (HRIS) is a method by which
an organization collects, maintain, and report information on people and jobs. The information is generally
stored in central human resource data bank, preferably in a computer containing the following details:
Personal Data, Recruitment Data, Experience Data, Appraisal Data, Training Data and Miscellaneous like
Health status, personal problems, security needs, incentive records etc.,.