HRD Climate

Climate and Performance Organisational performance - a function of the performance of its people HR performance – a function of ability, motivation and (work) environment Expectations of people for a better work environment Organisational climate – a part of work environment

Organisational Climate (OC) Working atmosphere/ work environment as perceived and experienced by organisational members Encompasses how people feel about and react to organisational policies, practices, conditions, and characteristics A tool for motivation and development. Development climate - a critical part of OC and essential for effective HR performance and facilitating HRD

Development Climate A tendency to treat people as the most important resource A perception that employee development is every manager’s responsibility Faith in a person’s capability to change and acquire new capability at any stage Efforts to help employees recognise their strengths and weaknesses through feedback

Development Climate A tendency to become open in communication A practice of bringing out problems and issues into the open with a view to solving them. A general climate of trust Freedom to let people work independently with responsibility Encouragement for risk taking and experimentation

Development Climate Team spirit A tendency to be generally helpful and collaborate with each other A tendency to discourage stereotypes and favouritism Personnel policies supportive of HRD practices

HRD Climate General climate HRD mechanisms OCTAPACE

General Climate HR/ HRD importance Policies and attitudes supportive of HRD Leadership and management style Organisational structure

HRD Mechanisms Performance and potential appraisal Performance feedback and rewards Career planning Coaching and counselling Training Job rotation

OCTAPACE Openness and risk-taking Confrontation Trust Autonomy Proactivity Authenticity Collaboration and mutuality Enthusiasm