HUMAN RESOURCE

DEVELOPMENT IN
MANUFACTURING SECTOR

AVTAR
HIMANSHU

TRINA
PRATIBHA
 Objective
To find out the relevance and importance of HRD practices
in the Manufacturing Sector and to analyze the Challenges
and Essentials of HRD .
 “Times are Changing”

Changes are permanent and will affect the way our

work is done
To be successful in the current rapidly-changing
world, we need to maximize the productivity of all of
our resources -- physical, financial, information, and
human resources
The goal of HRD is to improve the performance of
our organizations by maximizing the efficiency and
performance of our people
 Human Resource Development

It is a continuous process to ensure the development

of employee competencies, dynamism, motivation
and effectiveness in a systematic and planned way.

HRD brings about “all round development” of the

people so that they can contribute their best to the
organization, society and the nation.
 HRD: - Definitions

According to Kelly D, Human Resources Development is the

medium that drives the process between training and learning.
Human Resources Development is not a defined object, but a
series of organised processes, “with a specific learning objective”

Nadler states, Human Resources Development is the structure

that allows for individual development, potentially satisfying the
organisation’s goals. The development of the individual will
benefit both the individual and the organisation. The Human
Resources Development framework views employees, as an asset
to the enterprise whose value will be enhanced by development,
“Its primary focus is on growth and employee development…it
emphasises developing individual potential and skills”
 MANUFACTURING

 Manufacturing is the use of machines, tools and labour to

make things for use or sale.
 The manufacturing process is all about 3 M :- Man , Materials
and Machines
 Manufacturing industry refers to those industries which
involve in the manufacturing and processing of items and
indulge in either creation of new commodities or in value
addition. The manufacturing industry accounts for a
significant share of the industrial sector in developed
countries. The final products can either serve as a finished
good for sale to customers or as intermediate goods used in
the production process.
 Evolution of the Manufacturing
Industry

 Manufacturing industries came into being with the occurrence

of technological and socio-economic transformations in the
Western countries in the 18th-19th century.

 This was widely known as industrial revolution.

 It began in Britain and replaced the labour intensive textile

production with mechanization and use of fuels.
 Manufacturing Industries

 Manufacturing industries are the chief wealth producing

sectors of an economy. These industries use various
technologies and methods widely known as manufacturing
process management.

 Manufacturing industries are important for an economy as

they employ a huge share of the labour force and produce
materials required by sectors of strategic importance such as
national infrastructure and defence.
STEPS/METHODS TO ADDRESS THE
DEVELOPMENT OF ORGANISATIONS

Assessment of needs
Program design, development and evaluation
Training and development
Organizational Development : - Organization
development" (OD) is a planned, top-down, organization-
wide effort to increase the organization's effectiveness and
health. OD is achieved through interventions in the
organization's "processes," using behavioural science
knowledge.
 INDIVIDUAL DEVELOPMENT OR
PERSONAL LEARNING PLAN

Assessment : - Identify your current skills, knowledge, abilities,

and interests.
Goals : - Identify the new skills, knowledge, and experiences you
would like to acquire and have.
Learning purpose : - Identify the gap between the current
situation and the desired outcome. This will produce a statement
of purpose that should clarify why you want to learn something,
and what specific skills, knowledge and abilities you wish to
develop.
Learning objective(s) : - Identify what skills, knowledge, and
abilities are to be acquired or enhanced.
 FOR EACH OBJECTIVE FOLLOWING SHOULD
BE KEPT IN MIND

Target date
Learning strategies
Learning resources
Outcomes and products
Evaluation plan
Initial feedback and revision
Summary of results
Next steps
 HRD IN MANUFACTURING SECTOR :-
PRACTICES

 In manufacturing sector, the companies formulate a well

defined HR policy
 Rewards and benefits are made transparent throughout the
organisation at every level.
 Like in IT sector, the manufacturing people also need to
enhance the capability levels in order to bring in the desired
results. Employees are sent for capability enhancement
programme after identifying their needs. This exercise is
carried out through workshops, seminars and experiential
learning programmes.
 HRD IN MANUFACTURING SECTOR :-
PRACTICES

 Every year a four quadrant result is obtained from such

surveys, viz. highly satisfied, satisfied, highly dissatisfied and
dissatisfied. The results are analysed and specific action plans
are planned for the coming year to alleviate the dissatisfaction
quadrants.
 In the unionised sector, one of the stress-relieving machinery
is the trade union.
 Trade unions represent the stress of groups to the
department heads and the HR team, and they sit together to
work out solutions.
 Sensible trade union leaders will never allow stress to grow in
a large fashion and create unrest in the organisation.
 Role of HRD in Manufacturing Sector

 Role of HRD has gained momentum in terms of employing

manpower that satisfies the professional requirements of this
sector and that is well skilled.

 HRD department of any company is responsible recruiting

skilled labours and executives, allocation and planning of
work, monitoring of workforce and performance appraisal.

 Responsible to timely up gradation of skills of the workforce

by organizing educative professional workshops or seminars.
 HRD IN MANUFACTURING SECTOR :-
PRACTICES

 HR professionals act as counsellors to alleviate individual and

group stress issues. An employee who is susceptible to stress
in his performance area is counselled systematically through
professional HR people who have counselling qualifications to
help him regarding workplace and family issues.

 Special tools and techniques like employee engagement

survey and 360 Degree appraisal are done to capture the
stress of employees, particularly in the case of complaints
with the immediate boss.
 Role of HRD in Manufacturing Sector

ORGANIZATION DEVELOPMENT -- Organization


development" (OD) is a planned, top-down, organization-wide
effort to increase the organization's effectiveness and health.
OD is achieved through interventions in the organization's
"processes," using behavioural science knowledge. The
diagnosis and design of systems to assist an organization with
planning change.

If HRD activities are carried out in proper professional


manner it could result into
1. Minimization of cost and wastage,
2. Right recruitment of workforce,
3. Increased stability of the company,
 Role of HRD in Manufacturing Sector

 Training and Development : - training and development is the

field concerned with organizational activity aimed at bettering
the performance of individuals and groups in organizational
settings.
 Responsible for developing the feeling of motivation in the
employees, this motivation in other words is the commitment
of the employees towards the job and the organization.
 Quality of Working Life : - The conditions under which
workers work and live is also an important factor contributing
to workers satisfaction or job satisfaction. HRD system takes
care of employees health and well-being of their families by
providing them better working and living conditions to
promote a healthy atmosphere of development.
CHALLENGES FOR HR PROFESSIONALS
IN MANUFACTURING SECTOR

Communication: -
1.You can’t just send a mass e-mail informing employees of
the new retirement plan because most perform physical jobs
and don’t have desks or computers.
2. And in a plant environment, verbal communication in any
language can be difficult. Unlike in an office, there are loud
noises out on the floor that can be a barrier to
communication.
3. Communicating in a manufacturing environment can be
further complicated by language barriers.
 CHALLENGES FOR HR PROFESSIONALS IN
MANUFACTURING SECTOR

Career Progression
1. Organisations need to realize that the main source of
competitive advantage in this global economy is to develop
their human resources and not only provide them with new
knowledge, skills and abilities but their career planning and
progression has to be effectively managed in order to support
the strategic implementation of HRD.
2. Responsibility for managing employees’ career
progression lies both with individuals and with the
organisation that employs them.
 CHALLENGES FOR HR PROFESSIONALS IN
MANUFACTURING SECTOR

Labour Crises
1. The impact of 'baby boomer' retirements.
2. The relative unattractiveness of the sector for young
workers.
3. The constant need to keep up with new skill requirements.
4. In developed countries, competition from cheap labour
from developing countries.
5. Manufacturing sector should improve its image as a
rewarding career option for young workers and women.
 Essentials of Human Resource Development

 An urge and desire on the part of Human Resources to find

better methods to improve quality and productivity.
 The HRD department must make all the employees in the
organization understand the implications of the new methods
through seminars, lectures, role plays or any other method to
thwart the potential fears amongst the employees of the
proposed changes.
 Strengthening of human resources information system to
keep a continuous track of ever employee and use
performance appraisal , training etc. to inject/change in
desired direction.
 Essentials of Human Resource Development

 Members of HRD team should possess a pleasant personality,

common sense, imagination, enthusiasm and objectivity to
induce change towards HRD coz its easier to change
mountains than to change the minds of the people.

 The HRD department should be ready to face resistance to

their ideas and dispel these with facts, patience and
consideration.

 The Aim should be to develop acceptance through co-

operation.
 HR PROFESSIONAL IN MANUFACTURING
INDUSTRY: - SKILLS REQUIRED

HR in manufacturing is best-suited to certain

personalities and individuals with specific skills.
Outgoing and confident.
Able to solve problems and make decisions quickly.
Patient with constant interruptions.
Good at multitasking.
Able to handle high-pressure situations.
QUESTIONS ?