HRD Defined &Explained

HRD is the process of helping people to acquire competencies and thus to develop. In the organizational context, it is a process by which the employees of an organization are helped in a continuous and planned way: To acquire/sharpen capabilities required to perform various functions associated with the present or future expected roles,

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To develop their general capabilities as individuals and discover/exploit their inner potential for their own and /or organisational purposes, To develop an organizational culture in which superior-subordinate relationship, teamwork, collaboration among sub units are strong and contribute to the professional well being, motivation, and pride of employees.

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HRD process is facilitated by mechanisms/instruments/subsystems like: Appraisals-Performance &Potential Training -for all and all types OD (Organizational development) Feedback and counselling Career development &succession planning Job rotation, Communication, Rewards, QWL and all processes/activities which promote employee development

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HRD is needed for Stabilizing and growing Diversifying, renewing itself to become more effective Improving its systems and services Change & becoming more dynamic Playing leadership roles

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Benefits for the organization: Higher productivity Cost reduction More profits Developed &satisfied employees Satisfied customers Growth &diversification Overall public image

HRD & Six Human units

Individual employee: Self management, competencies building & advancement, Role: Optimum stress, linkage autonomy Dyad: Trust, mutuality, communication Team: Cohesion, resource utilisation Inter team: Identity, Collaboration Organization: Growth, Impact, self renewal, adapting to change successfully.

HRD systems & HRD matrix

Appraisal systems Career planning systems Training systems Work systems Cultural systems Self renewal systems Each system help develop the six human units in different ways- in a HRD matrix form.

Exercises in HRD & HRD matrix

Draw a matrix showing the six human units and HRD systems, and mark the various activities/processes by each system against each human unit. Of the various HRD mechanisms, Training is considered as the prime mover of HRD. Explain. What is Role and explain its importance in organizations.

Organizational climate & HRD climate

Organizational climate refers to the quality of the internal environment of an organization. It influences employees and their behaviour, productivity, morale, attitude, and finally the organization's overall performance, growth and image. Leadership, degree of participation, communication, team work, culture, scope for development of employees, QWL, general environment, structure, identity, warmth & support, conflict, risk, responsibility, reward etc do affect OC.

HRD climate
HRD climate is defined as perceptions the employees have on the developmental environment in an organization. It is part of OC. Some characteristics of HRD climate are: A tendency at all levels that people are the most important resource Developing competencies of employees is the responsibility of all in an organization,

HRD climate
Faith in the capability of employees to change & acquire new competencies at any time of life, Tendency to open communication & discussions, Encouraging risk taking and experimentation, Efforts through feedback strengths & weaknesses,

HRD climate
A general climate of trust, A tendency for mutual help among employees, Team spirit & inter-team cooperation, Supportive personnel policies, Supportive HRD policies like Appraisals, training, rewards management, job rotation, career planning etc.

HRD climate
Elements of HRD climate may be grouped into: General HRD climate which deal with importance given to Human resource, OCTAPAC culture- Deal with Openness, Confrontation, Trust, Autonomy, Pro-activity, Authenticity and Collaboration. HRD mechanisms & their effective implementation.

What contributes to HRD climate?

Top management style & philosophy Personnel policies HRD instruments and systems Self renewal mechanisms like OD etc. Attitude of HRD staff Commitment of Line managers The degree to which the above are effective influences HRD climate.

How to measure HRD climate?

Organizational climate & HRD climate are measured using standard questionnaires developed by experts. The HRD questionnaire developed by Rao & Abraham is most popular in this group. This contains 38 questions on various aspects & elements of HRD climate and consists of questions in 3 components of HRD climateGeneral climate, OCTAPAC culture & HRD mechanisms.

Exercises in HRD & HRD climate

From Internet, collect the HRD practices followed in the four organizations: SAIL, L&T, IOC and SBI, and compare and evaluate them. Using a standard questionnaire, measure & evaluate the HRD climate in an organization you are familiar with. Give your suggestions to further improve the climate in the above organization.