HRD Strategies

“ HRD Strategies are a plan that defines how • Culture Building strategy:
the human resources would be utilized
Org’s valuing its employees have a sustainable
through the use of an integrated array of
competitive edge over competitors because
training, organizational development and
employees are highly charged, motivated and
career development efforts to achieve
commitment to the org.
individual, organizational objectives
• Systematic Training Strategy:
Major HRD Strategies
The planning and organization of formal on-job
• Communications Strategy: training and off-job training leads to improving
vital employee characteristics, build and sustain
In today’s changing scenario, it is essential to
appropriate work culture and brings in more
educate and train employees about the change
professionalism in action.
• Accountability And Ownership
• Learning Strategy:
Strategy:
Continuous development and learning
Employee’s accountability and ownership leads
environments promote self development of
to higher productivity and customer
employees, of self and by self.
excelleration.

• 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.

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Designing HRD Strategy Understanding of business strategy to highlight
the key deriving forces of the business such as-

Technology

Distribution

Competition

Markets

• Developing a Mission statement:

The mission statement should relate to people

side of the business. The words or references
should not be idealistic statements-it is the
actual process of thinking through the issues in
a formal manner.

• Conducting SWOT analysis of the

organization:

Focus should be on internal strength and

weakness of the people side such as current
skills & capability and research the external
business and market environment to highlight
the opportunities and threats.

• Conducting a detailed HR Analysis:

It concentrate on the organization’s culture,

organizational structure, people and COPS
(Culture, org, people, systems). Then gap
analysis can be undertaken by examining
present status and desired status.

• Determining critical people issues:

The business strategy is reviewed and examined

against SWOT and COPS analysis to identify the
critical people issues namely those issues that
Designing HRD Strategy
must be addressed so as to have a key impact
• Getting Big Picture: on the delivery of business strategy.

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• Developing consequences and
solution:
For each critical issue the options for
managerial action generated needs to be
highlighted, elaborated and created. Then
action plans around the critical issues is to be
developed with set targets and dates for the
accomplishment of the key objectives.
• Implementation and evaluation of the
action plans:
The ultimate purpose of developing a human
resource development strategy is to ensure that
the objectives set are mutually supportive so
that reward sys are integrated with employee
training and career development.
HRD SYSTEMS
HRD functions are carried out through its
systems and sub systems. HRD has five major
systems and each of the systems has sub
systems as elaborated below: the first three
systems viz., Career system, Work system and
Development system, are individual and team
oriented while the fourth and the fifth systems
viz. Self renewal system and Culture Systems
are organization based.
1. Career system: As an HRD system, career
system ensures attraction and retention of
human resources through the following sub-
systems.
 Manpower planning
 Recruitment
 Career planning
 Succession planning
 Retention
2. Work system: Work-planning system ensures
that the attracted and retained human
resources are utilized in the best possible way
to obtain organizational objectives. Following
are the sub systems of the work planning
system.
 Role analysis
 Role efficacy
 Performance plan
 Performance feedback and guidance
 Performance appraisal
 Promotion
 Job rotation
 Reward
3. Development system: The environmental
situation and the business scenario is fast
changing. The human resources within the
organization have to raise upto the occasion
and change accordingly if the organization
wants to be in business. The development
system ensures that the retained (career
system) and utilized (work system) human
resources are also continuously developed so
that they are in a position to meet the emerging
needs of the hour. Following are some of the
developmental sub - systems of HRD that make
sure that human resources in the organization
are continuously developed.
 Induction
 Training
 Job enrichment
 Self-learning mechanisms
 Potential appraisal
 Succession Development
 Counselling
 Mentor system

4. Self-renewal system: It is not enough to
develop individuals and teams in the
organizations but occasionally there is a need to
renew and re-juvenate the organization itself.
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Following are some of the sub systems that can Designing a programme for
be utilized to renew the organization. HRD Intervention

 Survey
 Action research
 Organizational
 Development interventions
 Organizational Retreats

5. Culture system: Building a desired culture is

of paramount importance in today’s changed
business scenario. It is the culture that will give
a sense of direction, purpose, togetherness, and
teamwork. It is to be noted that whether an
organization wants it or not along with the time
common ways of doing things (culture) will
emerge. If not planned carefully and built
systematically such common traits may not help
the business but may become a stumbling
block. Hence it is very important to have
cultural practices that facilitate business. Some
of the culture building subsystems are given Following four aspects of the training should be
below: given considerable importance:
1)Object of the training
 Vision, Mission and Goal 2)Inputs required
 Values 3)Methodology to be implemented
 Communication 4)Approach
 Get-togethers and celebrations
 Task forces
 Small Groups

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