As per the Sufi Bayazdi says about himself.

“I was a revolutionary when I was young

and all my prayers to God was “Lord give me energy to change the world” As I
approached middle age & realized that ½ my life was gone without my changing a
single soul, I changed my prayer to “Lord give me grace to change all those who
come in contact with me, just my friends and I shall be content”. Now that I am an
old man and my days are numbered my one prayer is “Lord Give me grace to change
myself” I had prayed for this right from start I would not have wasted my life”

What is HRD?

“People is the most important and valuable resource in every organization or

institution has in the form of its employees. Dynamic people create Dynamic
organization. Effective employees can contribute to the effectiveness of the
organization. Competent and motivating people can make things happen and enable
an organization to achieve its goals. Therefore organization should continuously
ensure that the dynamism, competency and motivation and effectiveness of the
employees remain at high levels.
HRD is thus a continuous process to ensure the development of employees,
competencies, dynamism, motivation and effectiveness in a systematic and planned
way.

HRD is based on the two assumptions

1) HRD makes sense only when it contributes towards business improvement and
business sense.
2) HRD also strongly believes that good people and good culture make a good
organization.
3) HRD means building competence in people, commitment, improvement &
culture in organization.

• Building competency
Most important – To build competence in each and every individual working in
organization
Competency is to built & multiplied in the roles in individuals. Competency will
not make sense without continous commitment in people.
Think about an organization where all employee are competent but not willing
to put to use their competence & hence competency without commitment will
not contribute towards effectiveness.

HRD ensure that culture building practice is adopted from time to time to crate a
learning environment in the organization. It builds such a culture that the built in
culture in turn will build competencies & commitment in the people who work in the
organization.

HRD function can be defined as brand of HRM functions that endeavour to build
competencies, commitment & learning culture in organization with the purpose of
bringing in the competitive advantage to achieve business excellence in all its
operations.

STRATEGIES FOR HRD

Sequential steps
The core corporate strategy includes offering best products/best services at the best
prices. The successful implementation of those strategies depend on the HRM
strategies as mentioned (Best Product, Best Services & Best prices)

Strategy of offering the best product

Requires Best People

HRM strategy in this case include

1. People with original & creative skills.

2. Providing resources for experimentation & minimization of controls
3. Encouraging employee for risk taking
4. Empowering the people.
5. Retaining competent & innovative brains
6. Providing T&D facilities for skills building
7. Integrating performance analysis & development & reward systems to the long
term corporate objective, mission & vision.

Strategy for offering best service

Corporates compete with the best service package the vital factor in the package is
the human resource. HRM strategy in this case include:

1) Employing people with the right mixture of initiatives & skills

2) Developing multi-talented team players, providing environment free from
precedents established procedures
3) Initiate the employees to stay at the forefront of new paradigm and techniques.
4) Train the employees continuously to keep their knowledge levels abreast of
latest development
5) Link the appraisal & reward system to the levels of customer satisfaction.

Strategy of Best product

1) Selling the product at the best price by producing HQ product at low costs.
2) Producing HQ products at low cost is the best strategy.
3) HRM strategy relevant to the such a corporate strategy include
• Trimming the workforce to cut costs, managing organizational exit policy
strategically
• Employing the workforce with creative skills in developing technology &
methods of minimizing cost.
• Molding employee attitude towards low risk taking and cost cutting
• Linking rewards to level of cost Reduction.

NEED FOR HRD

HRD is needed by any organization that wants to be dynamic & growth oriented or to
succeed in a fat changing environment organizations can become dynamic and grow
only through the efforts & competencies of their Human resources.

Personnel policies can keep the morale and motivation of employee high but these
efforts are not enough to make the organization dynamic & take it in new direction.
Employee capability must continuously be acquired, sharpened and used for this
purpose and enabling organization culture is essential.

When employees use their initiative take risks, experiment, innovate & make things
happen, the organization be said to have an enabling culture. Even an organization
that has reached its limit in terms of growth needs to adapt of the changing
environment. No organization is immune to the need for process that helps to
acquire and increase its capabilities, for stability and renewal.

HRD Climate in organization

Organizations become dynamic & growth oriented if their people are dynamic &
proactive. Every organization can do a lot to make their people dynamic and
proactive, through proper selection of such people and by nurturing their dynamism
and other competencies. Organization cannot survive beyond a point unless they are
continuously alert to the changing environment and continuously prepare their
employees to meet the challenge and have an impact on the environment thru HRD
is an essential process for organization survival and growth.

An optimal level of “Developmental Climate” is essential for facilitating HRD such a

development climate can be characterized as consisting of following tendencies on
the part of the organization.

1. Our tendency at all level starting from top management to the lowest level to
treat the people or Most important resource.
2. A perception that developing the competencies is the job of every
manager/supervisor.
3. Faith is the capability of employees to change and acquire new competencies
at any stage of life.
4. Our tendency to be open in communication & discussions rather than being
secretive.
5. Encouraging risk taking & 3emperimentation
6. Making efforts to help employees recognize their strengths through feedback.
7. A general climate of trust in the organization
8. A tendency on the part of employees to be generally helpful to each other and
collaborate with each other.
9. Team spirit in the organization
10.A tendency to discourage stereotypes and favoritism
11.Supportive personnel policy.
12. Supportive HRD practices Training, Job rotation, career planning, potential
identification.

Organization differs in the extent to which they have these tendencies. Some
organization may have some of these tendencies, some other may have only a few of
these and a few may have most of these. Possible to work out profile of the
organization on the basis of these tendencies.

What is needed to Develop Organizational Climate?

1. Top to bottom effort

2. Organization is considered to be complete organization after including top
authority to bottom line of workers and when we talk about development at
the organizational level Effort is needed from top level to bottom level.
 3. Top Authority should not have thinking in their mind that their task is only to
take decisions but they should also enforce proper implementation of decisions
by adopting, various controlling techniques. Bottom level workers should have
loyal mindset, towards their organization and have to work with dedication.
They should have realization that the organization is their organization.

Motivational Role of Managers & supervisors

To prepare HRD climate, manage & supervise responsibility is main or we can say
that they are key planners.

Manager & Supervisor have to help employees at lower levels their need to update
properly and their need to share their experience & expertise with employees. They
should have faith upon employees & their capabilities.

Faith upon employees & capabilities

Top management should trust the employees that after making huge effort to
develop employees. Employers will work for the well being of organization & human
beings also.

Free expression & Feelings

Top management should express to employees whatever they feel about them and
whatever employees think about them should be expresses. We can say there should
not be anything hidden by the communication process. Clear communication process
will help to establish HRD climate.

Feedback
Feedback should be taken very regularly to prevent drawback in the system. This will
help to gain confidence in employees mind. Employees will trust the management
and he can express his opinion freely which is very good for HRD climate. Feedback
will help to remove feedback.

Helpful nature of employees

100% effort, we talk about 100% employees’ effort to help for management and for
his colleagues are always ready to help.

Supportive Mgmt
Personnel policy of organization should motivate employees to contribute more from
their part. Top Managements philosophy should be clear towards HR and its well
being towards the employees.

Encouraging & risk taking experimentation

Employees should be motivated by giving them authority to take their decisions. This
is risky but gradually it will bring experience to handle similar situations in future.
This will help in developing confidence in employees.

Discouraging Stereotyping & favoritism

Management needs to avoid those practices leading to favoritism; management &
managers need to give equal importance to those people who are performing good.
They need to be appreciated & those who are not performing good need to be
guided. Any kind of partial behavior should be avoided.

Team Spirit
Must be feeling of belongingness & also willingness to work as a team
19th Jan, 2011

Concept in the process of HRD

HRD is mainly concerned with developing the skill, knowledge & competencies of
people and it is people oriented concept, when call it as a people oriented concept
the question of people we developed in the larger or national context all the smaller
organization context? Is it difference at micro or macro level ? HRD can be applied
but for the national & organizational level the concept of hrd was formally introduced
by LRonald nadler in 1969 in a conference organized by the American society for
training & development Leonard Nadler defined HRD as “those learning experiences
which are organized for a specific time and designed to bring about possibility of
behavioral change”

HRD from organization point of view

Organizations are helped/motivated to acquired and develop technical, managerial

and behavioural knowledge, skills and ability and mould the values, beliefs, attitude,
necessary to perform, present and future roles by realizing highest human potential
with the view to contribute positively to the organizational group, individual and
social roles.

HRD is a process of developming and unleashing human expertise through

organizational development (OD) and training & development (TD) for the purpose of
improving performance. There re 3 aspects involved in the definition of employees of
an organization are help/motivate, acquired developmed and mould various aspects
of human resources and contribute to the organizational, group individual & social
roles.

The 1st aspect deals with helping & motivating factor for HRD. These factors may be
called enabling factors which include organization structure, organizational climate,
HRD climate, HRD knowledge & skills to managers, human resource planning,
recruitment & selection.

The 2nd aspect deals with the technique on methods which are the means to acquire,
develop and mould the various human resources. These techniques include
performance & potential appraisal, career planning & development training,
organization, development social & cultural programs workers participation in
management.

The 3rd aspect deals will the outcomes, contribution of the HRD Process to the goals
of the organization, group, individuals and society.

Process of HRD

Organization Roles – Challenges

In many organizations job description do not exist. Independently or other HRD

processes such as selection & Personnel management cost in-efficiency & confusion
become a major concern.
Solution: Meeting the needs of your business while defining organization job profiles
will help provide support and templates, developing standard job profiles for key jobs
aross major functional areas in your organization. This is done with business
identifying the core technical skills of each function

Impact:
With the consistent job profile employed throughout the organization have curiousity
and expectation

Hiring and Selection

Challenges: Identify future staffing needs proactively sourcing candidates is essential

for success in today’s Selection process mush be consistent

Solution: Building on current practices build your recruitment strategy. “Work force
planning support tools which facilitate collaboration between business units & human
resources and identifying future business needs proactively.

Impact: Process Technology & tools create ability to track and rep on positions to b