The

Challengers

Biraja Prasanna Dash (12)

Preetam Debasish Sahoo (34)
Shakti Prasad Chhotaray (45)
 AGENDA
ü INTRODUCTION
ü ELEMENTS OF HRD CLIMATE
ü THE FACTORS REQUIRED FOR GOOD HRD CLIMATE
ü COMPONENTS OF HRD CLIMATE
ü IMPACT OF GOD HRD CLIMATE
ü MEASUREMENT OF HRD CLIMATE
ü SUMMERY
•
•
 INTRODUCTION

THREE IMPORTANT FACTORS FOR THE ORGANISATION



 HUMAN RESOURCE

 HUMAN RESOURCE DEVELOPMENT

 AN EFFECTIVE HRD CLIMATE

ELEMENTS OF HRD CLIMATE

THE ELEMENTS OF HRD CLIMATE CAN BE GROUPED



INTO THREE BROAD CATEGORIES —

 GENERAL CLIMATE,

 OCTAPAC CULTURE AND

 HRD MECHANISMS
THE FACTORS REQUIRED FOR GOOD HRD
CLIMATE

 TOP TO BOTTOM EFFORT

 MOTIVATOR ROLE OF MANAGER AND SUPERVISOR
 FAITH UPON EMPLOYEES
 FREEDOM OF EXPRESSION OF FEELINGS
 FEEDBACK
 DISCOURAGING STEREOTYPES AND FAVORITISM
 TEAM SPIRIT

 CONT…

ü HELPFUL NATURE OF EMPLOYEES

ü SUPPORTIVE PERSONNEL MANAGEMENT

ü ENCOURAGING AND RISK TAKING

EXPERIMENTATION
•
 Components of HRD Climate


ü Organizational Structure
ü An organization’s structure is actually a
‘snapshot’ of a work process, frozen in
time so that it can be viewed.
ü If the structure and the role is not
clear, people will not know what the
work process is, who is responsible for
what, whom to go for help and decision,
and who can assist in problems that may
arise.
ü Contd..
ü
ü Organizational Culture
ü Organizational culture is the pattern of
beliefs, knowledge, attitudes, and
customs that exists within an
organization.
ü Organizational culture can be supportive
or unsupportive, positive or negative.

 Contd.


HR Processes


ü The HR system of an organization should

be comprehensive enough to take care of
employees from the time they join till
the time they leave HR.
ü From recruitment to retirement whole
process should be according to employees
expectation and ability of employer.

Importance of looking at HRD
climate
ü Environmental factors of HR are prime

influencing elements of change in HR

strategy.

ü It gives HR professionals time to anticipate

opportunities in HR area.

ü It forms a basis of aligning the organization

strengths to the changes in the

environment.

ü
 Impact of Climate
 ‘ Bad ’ Climate has been ‘ Good ’ Climate has been
linked to: linked to desirable
 Turnover outcomes such as:
 Stress
 Job satisfaction
 Sickness
 Confidence in
management
 Poor performance  Affective commitment
 Error rate  Faith in Organizational
 Wastage  Performance
 Accidents  Desirable behaviors
 Bad behaviors such such as :
as :  risk-taking (strategic),
 Sabotage  departure from the
 Absenteeism status quo,
 Go-slow  open communication,

 trust
 Measuring HRD Climate
ü Measurement of climate seeks to identify the

components of both bad and good climate, both

in absolute terms and perceptual terms. 

 Generally, the areas of interact to measure

are:

ü External environment - organizational interface

with it

ü Organizational leadership / mission

ü Organizational structure / systems

ü
 Contd..
ü Organization and you

ü Management practices

ü Working - co-workers / teams / supervisor

ü Self - at work - your role, development,

opportunities, motivation, commitment, stress

ü Self - outside work - how work affects your life

(good/bad) - vice-versa.
ü
We can assess the measurement
in terms of
ü Economic Condition

ü Leadership Style

ü Managerial assumption about Human Nature

ü Organization Size

ü Managerial Values & Ethos

Competencies required for HRD
people
The following qualities are essential for a HRD


Manager to be successful:
ü Person of positive thinking with positive
attitudes to people
ü A high desire to learn
ü Interested in people
ü Helpful attitude
ü Initiative taking or proactive
ü Practice and perseverance
ü Communication skills
ü Objectivity in approach
ü Personal example and sense of decline
 Summary
ü develop a human resources philosophy for the
entire organization and get the top
management committed to it openly and
consistently
ü keep inspiring the line managers to have a
constant desire to learn and develop
ü constantly plan and design new methods and
systems of developing and strengthening the
HRD climate
ü be aware of the business/social/other goals of
the organization and direct all their HRD
effort to achieve these goals
 Contd..

ü monitor effectively the implementation of

various HRD sub-systems/mechanisms;
ü work with unions and associations and inspire
them;
ü conduct human process research, organisational
health surveys and renewal exercises
periodically;
ü influence personnel policies by providing,
necessary inputs to the Personnel
Department/Top Management.
ü
 Conclusion
A
 good climate is always necessary for the

employees. After all it is the human resource

that is the most important resource for the

organization and its proper growth is very

important in the organization, for which a good

climate is very necessary and organization has

to look forward to develop a healthy climate

for the development of the people.

  
“The greatest achievement of Human
spirit is to live up to one’s
opportunities & make the most of one’s
resources”
-Marquis De