HRD Interventions

HRD Interventions

Performance Appraisal
and HRD
..

Resources
People
Process
Performance

PMS BS HRD
BUSINESS
STRATEGIES

Step One

OBJECTIV
E
SETTING

Ongoing
Review

ongoing
Review

Performanc
e
APPRAISAL

Step Two

PERSONAL/JOB
IMPROVEMENT
CAREER DEV.
PLAN
TRAINING
PLAN

Step Three

PAY
REVIE
W

Step Four

PERFORMANCE
RATING

ORGANIZATI
ONAL
CAPABILITY
REVIEW

Why PAs
PERFOR-MAN-CE (Capacity + Skills + Motivation)
Effectiveness
Efficiency
Quality
Productivity
Quality of Work life
Innovation
Profitability
To increase motivation and productivity
T enhance transparency
To establish meritocracy
To retain top talent, to develop employees
T increase commitment
To improve collaboration
To ensure accountability and ownership

Potential Appraisal
Career enhancement of the employees.
Used developmental planning,
Indicates progressive organization (organizational

excellence model)
Create new roles and responsibilities as a result of its
growth imperatives.
Performance appraisal leverage employee and
organizational commitment to produce desirable results
for all the stakeholders like we do in 360 degree and
balance scorecard
It can be summed up through Einsteins Theory: E = mc2
E = Employee effort
M = Mission of the organization
C = Compensation received as reward
C = Contentment gained

HRD Interventions
.

Employee Coaching
Organizations Need:
Best skills,
Efforts
Performance
To fulfill its mission and conduct themselves with
pride and
self respect ..
To get excellent work they establish rules and
regulation.
Employees quickly correct themselves if not able to
adhere rules and regulations or lapse in following
policies.
The first step to improve employees' job
performance is coaching.

Coaching is.
Help employees in achieving objectives on

daily basis
Behavioral control technique
On going guidance and instruction to follow
day to day progress
Taking responsibility for their own behavior
Help to improve job performance of the
employees
Improve effectiveness in team
performance.
Self-managed teams are empowered to
make decisions

Definitions
Coaching is a process that enables learning and

development to occur and thus performance to

improve. To be a successful a coach requires
knowledge and understanding of process as well
as the variety of styles, skills and techniques that
are appropriate to the context in which the
coaching takes place. - Eric Parsloe : 1999
Coaching is a directive process conducted by

the manger to train and orient an employee to

the realities of the workplace of the workplace
and to help the employee remove barriers to
optimum work performance.
- Marianne
Minor : 2004

Coaching Works.

Objectives of Coaching
To provide a culturally sensitive and non- judgmental

service in a way that is responsive to the need of

employees and recognizes their individuality;
To assist employees in the development of skills
( creative, personal, social, spiritual) which enable
them to achieve their full potential;
To explore variety of method for supporting employees
in relation to effective performance.
To continue monitoring and improving the individuals
effectiveness on the job ;
To support and encourage employee to regularly
update their knowledge and skills ;
To prove opportunities to employees to explore their
situation in life.

Yes I did it

Types of Coaching
Performance Coaching
Skills Coaching
Personal Coaching

Coaching Model

Process

Elements of Effective E. Coaching

Showing confidence in the employees

ability and helping his to solve the problem

Describing performance problem.
Determining if issues exist that limits the
employees ability to perform the task or
accomplish the objective.
Determining how to remove barriers
Discussion potential solutions to problem.
Agreeing on written action plan
Setting a date and time for follow up.

Coaching

Principal of E. Coaching
P. O. Communication
P.O. Specific Objectives
P. O. Motivation
P. O. Self Esteem
P. O. Support

Employee Counselling
HRD Intervention

Employee counselling

EC
Belief (Ways of thinking about self and others)
Behavior (ways to cope with change, situations, acts,

relate and make decisions)

Emotional distress (uncomfortable feeling or response
to environmental stress) Emotional masking and
sharing
Attitude (negative attitude)
Motivate to search for alternate solutions to a problem
Assist in understanding situation in more objective
way
Help indecision making
Quality work life and work-life balance.

Employee Counselling
Personal problems of employees can

adversely affect job performance and

organizational effectiveness.
Counselling is the discussion of an
emotional problem with an employee
with general objective of decreasing it.
E.g. Workplace Bullying .. Power
imbalance.. Insecurity to job intention
to leave


Employee engagement
Employee empowerment (psychological

empowerment, X-Y theory )

Organizational Commitment, Psychological
contract (Exit, Voice, loyalty)
Organizational learning (structure, culture,
strategy, perspective ..Org. learning
empowerment effectiveness,
meaningfulness, competency ,
independence, trust)
Job satisfaction, happiness HRD


Social capital and networking
Human capital greater returns
Leadership.. Toxic or bad or evil vs. good

leadership.. HRD
Career planning.. Career development,
career competencies, career culture, career
identity..
Learning organization