1. EXCEL BOOKS
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HRD in INDIA

2. ANNOTATED OUTLINE The concept of career
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ANNOTATED OUTLINE
The concept of career
A career comprises of a series of work related activities, that offer continuity, order and meaning to a person’s life. The underlying idea behind a career is that a person can shape his destiny through a number of well planned and well timed, positive steps. The success of one’s career, therefore, depends on the individual more than anything else.
HRD in India

3. 12-3
The concept of HRD
HRD in India

4. 12-4
HRD philosophy
Human resources are the most important assets in the organisation.
Human resources can be developed to an unlimited extent. Two plus two could be five, six or ten.
A healthy organisational climate (openness, trust, collaboration) is essential for developing human resources.
HRD can be planned and implemented to benefit both individuals and organisations.
If the organisation is able to inculcate a spirit of ‘belongingness’ in its employees, they will be more loyal and committed.
To ensure this healthy feeling, the organisation has to provide for their basic as well as higher order needs through appropriate management styles and systems.
The commitment of employee increases when he/she is able to find opportunities to use his/her potential while at work.
The managers must clear the paths, create a developmental climate and help employees realise their full potential.
The higher the level of the manager the more attention should be paid to the HRD function in order to ensure its effectiveness.
The maintenance of a healthy working climate and the development of its human resources are the responsibilities of every organisation.
HRD in India

5. 12-5
Features of HRD
HRD is a process by which the employees of an organisation are helped to help themselves and develop the organisation. It has the following features
HRD is a system
HRD is a planned process
HRD involves the development of competencies at the
Individual level
Interpersonal level
Group level
Organisational level
HRD is an inter disciplinary concept
HRD is a way of improving the quality of working life
HRD in India

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Benefits of HRD
1. HRD improves the capabilities of people. They become innovative and enterprising – ever eager to take risk and get ahead. It improves the all round growth of an employee. Feedback and guidance from superiors help employees grow continually and show superior performance.
2. HRD improves team work. Employees become more open and trust each other. The organisational climate, too, improves a lot.
3. HRD leads to greater organisational effectiveness. Appropriate employee- centred policies help the organisation achieve its goals more efficiently.
4. Performance related rewords help employees realise the importance of utilising their skills fully in the service of organisational goals. The organisation’s overall health and self-renewing capabilities, too, improve quite significantly.
HRD in India

7. Evolution of The Concept Of HRD
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Evolution of The Concept Of HRD
The early part of the century saw a concern for improved efficiency through careful design of work. Improving employee productivity and efficiency was the next big thing to hit the business world. Recent years have witnessed an increasing tilt towards improving the quality of working life, product and service quality, and speedy and efficient delivery of work.
HRD in India

8. Evolution of the personnel function
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Evolution of the personnel function
Concept
What’s it all about?
The Commodity Concept
Labour was regarded as a commodity to be bought and sold. Wages were based on demand and supply. Government did very little to protect workers.
The Factor of Production Concept
Labour is like any other factor of production, viz, money, materials, land etc. Workers are like machine tools.
The Goodwill Concept
Welfare measures like safety, first aid, lunch room, rest room will have a positive impact on workers’ productivity.
The Paternalistic Concept/ Paternalism
Management must assume a fatherly and protective attitude towards employers. Paternalism does not mean merely providing benefits but it means satisfying various needs of the employees just as parents meet the requirements of the children.
Humanitarian Concept
To improve' productivity, physical social and psychological needs of workers must be met. As Mayo and others stated, money is less a factor in determining output, than group standards, group incentives and security. The organisation is a social system that has both economic and social dimensions.
The Human Resource Concept
Employees are the most valuable assets of an organisation. There should be a conscious effort to realise organisational goals by satisfying needs and aspirations of employees.
The Emerging Concept: HRD
Employees should be accepted as partners in the progress of a company. They should have a feeling that the organisation is their own. To this end, managers must offer better quality of working life and provide opportunities to people to exploit their potential fully. There should be opportunities for self-fulfilment in one's work. The focus should be on Human Resource Development.
HRD in India

9. HRD at Micro and Macro Level
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HRD at Micro and Macro Level
At the macro level, HRD is concerned with the development of people for the nation’s well being HRD at the micro level deals with an organisation’s human resource planning, selection, training, performance appraisal, compensation issues.
HRD in India

10. HRD vs Personnel Function
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HRD vs Personnel Function
The differences between the personnel function and HRD may be listed thus
Personnel function vs. HRD
HRD in India

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HRD Matrix
The HRD matrix shows the interrelationships between HRD instruments, processes, outcomes and organisational effectiveness .
HRD in India

12. HRD Mechanisms or Subsystems
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HRD Mechanisms or Subsystems
The following HRD mechanisms are currently in use in order to development competencies of people and improve the overall organisational climate
HRD Mechanisms
Performance appraisal
Potential appraisal
Career planning
Training and employee development
Organisation development
Rewards
External equity
Internal equity
Individual equity
Employee welfare and quality of working life
Employee involvement
Cont…
HRD in India

13. HRD Mechanisms Quality circles Socio technical system Codetermination
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HRD Mechanisms
Quality circles
Socio technical system
Codetermination
Self managed work teams
Suggestion programmes
Open door policies
Human resource information system
HRD in India

14. The Contribution of HRD Subsystems to HRD Goals
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The Contribution of HRD Subsystems to HRD Goals
Each subsystem, listed above, is interlinked to other subsystems and offer rich benefits to an organisation when they are properly integrated.
HRD in India

15. Development Dimensions HRD Subsystems Mechanism
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The contribution of HRD subsystems to development dimension
Development Dimensions
HRD Subsystems Mechanism
Individual
Training
Career Planning
Potential Appraisal and Development
Feedback and coaching performance
Rewards
Individual in the present role
Performance appraisal
Feedback and performance coaching
Individual in regard to likely future roles
Potential appraisal and development
Dyadic relationships
Teams & Teamwork
Organisation development
Team rewards
Collaboration among different units/teams
Self-renewing capability and health of organisation
HRD in India

16. Principles In Designing HRD Systems
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Principles In Designing HRD Systems
Management support
Focus of the HRD system
Structure of the HRD system
Functioning of the system
HRD in India

17. The New People Management
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The New People Management
Many Indian companies, now a days, talk about the new people management with the following objectives in mind
Corporate goals linked to individual career goals
Company profits linked to personal rewards
Organisational learning must involve employee training
Job responsibilities must facilitate personal development
Business strategies must consider human resource issues
HRD in India

18. The new people management
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The new people management
HRD in India