Professional Documents
Culture Documents
Definition of HRD :
Meaning of HRD
Features of HRD
HRD is a system
Objectives of HRD
Objectives
Assist the existing and potential customers by
training the employees. Promote a culture of
creativity, innovation, human development,
respect and dignity. Achieve excellence in every
aspect of working life.
Training
Training is the formal and systematic modification of
behavior through learning which occurs as a
result of education, instruction, development and
planned experience. Development is any learning
activity, which is directed towards future, needs
rather than present needs, and which is
concerned more with career growth than
immediate performance.
Purpose of Training :
To increase productivity and quality To promote
versatility and adaptability to new methods To
reduce the number of accidents To reduce labour
turnover To increase job satisfaction and less
absenteeism To increase efficiency
Advantages of Training :
Training Methods
Induction training
Coaching
Job rotation
Demonestration
Projects
Disadvantages
Quality depends on ability of trainer and time
available
Bad habits might be passed on
Learning environment may not be conducive
Potential disruption to production
Role Playing
Case Study
Management game
T-group or Sensitivity training
In basket exercise
DISADVANTAGES
Performance Management
AIMS
Methods
360 degree feedback, also known as 'multirater feedback', is the most comprehensive
appraisal where the feedback about the
employees performance comes from all the
sources that come in contact with the employee
on his job.
Management by objectives
Competency profiling
Measurable
Be clear how you will recognise when you have
achieved your goal. Using numbers, dates and
times is one way to represent clear objectives.
Attainable
Setting yourself unrealistic goals will only end in
disappointment. Make your goals challenging, but
attainable.
Relevant
Ensure that any development actions that you plan
are directly relevant to the international context
that
you are currently, or will be, operating in.
5 Time-bound
Set a time scale for completion of each goal. Even if
you have to review this as you progress, it will help
You to keep you motivated.
Performance counselling
Ideally, the need for employee counselling arises
when the employee shows signs of declining
performance, being stressed in office-hours, bad
decision-making etc. In such situations, counselling
is one of the best ways to deal with them. It should
cover all the aspects related to the employee
performance like the targets, employee's
responsibilities, problems faced, employee
aspirations, inter-personal relationships at the
workplace.
Conclusion:
Counselling can go a long way in helping the employees
to have better control over their lives, take their
decisions wisely and better charge of their
responsibilities, reduce the level of stress and anxiety.
Counselling of employees can have desirable
consequences for the organisation. It helps the
organisation when the employees know that the
organization cares for them, and build a sense of
commitment with it. It can prove to be of significant help
to modify the behaviour of the employees and more so
to re-enforce the desired behaviour and improve and
increase the employee productivity.
Job Enlargement
Job enlagement increases the number of tasks
an individual performs. It is the horizontal
expansion of a job. It involves the addition of
tasks at the same level of skill and
responsibility. It is done to keep workers from
getting bored. This would also be considered
multi tasking by which one person would do
several persons jobs, saving the company
money and man hours that normally would be
paid to additional workers.
Summary
Competency
Competency Mapping
Competency mapping is a process by which
organisations assess the key competencies
required for a particular position and how the
strengths and weaknesses of their present and
potential employees match up to these
requirements.
Expected outcomes
Uncover the gap of required and actual
competency needed for strategic goals.
Right match of job and people.
Improved Customer experience.
Succession planning.
Optimum utilization of training programs
career
A career is a series of positions or jobs held by a
person during the course of his working life. It
consists of a series of properly sequenced role
experience leading to an increasing level of
responsibility, status, power and rewards.
Career management
The career management process begins with
designing and implementing goals, plans and
strategies to enable the organisation to satisfy
employee needs while allowing individuals to
achieve their career goals.
Career Planning
Career planning is the process by which one selects
career goals and the path of these goals.
career Development
Career development involves those personal
improvements one undertakes to achieve a
personal career plan
Career management is
about:
Discovering the kind of work you find most
stimulating and enjoyable, renegotiating your job so
that you can do it ...;
Knowledge Management
In simpler terms, Knowledge Management seeks
to make the best use of the knowledge that is
available to an organization, creating new
knowledge in the process.
Knowledge management signifies capturing
knowledge from where it is available and
disseminating to where it is requied
The Benefits of
Knowledge Management
Knowledge Management:
Facilitates better, more informed decisions
Contributes to the intellectual capital of an
organization
Encourages the free flow of ideas which leads to
insight and innovation
Eliminates redundent processes