Human Resource Development/ a lesson

Q. Define HRD.

Ans. HRD Human Resources program create a team of well-trained, efficient and capable managers and subordinates.

According to Peter F. Druker, "the prosperity, if not the survival of any business depends on the performance of its managers of tomorrow".

Q. What is HRD?

Ans. Human Resource Development (HRD) means to develop available manpower through suitable methods such as training, promotions, transfers and opportunities for career development

Human Resource Development is a systematic approach to deal with issues related to individual employees, teams and the organization.

Q.What do you mean by the Human Resource Development ?

Ans. HRD means building:

1. Competency in people

2. Commitment in people

3. Culture in the organization

Q. What are the functions of Human Resource Development ?

Ans. 1. Organization Development

2. Training & Development

3. Career Development

Q. Write a short note on :

Ans. 1 Organizational Development:

The process of improving an organization’s effectiveness and member’s well-being through the application of behavioral science concepts

HRD plays the role of a change agent

2. Training & Development

Training – improving the knowledge, skills and attitudes of employees for the short-term, particular to a specific job or task

e.g.,a) Employee orientation

b) Skills & technical training

c) Coaching

d) Counseling

Development – preparing for future responsibilities, while increasing the capacity to perform at a current job

a) Management training

b) Supervisor development

3. Career Development

On going process by which individuals progress through series of changes until they achieve their personal level of maximum achievement.

a) Career planning

b) Career management

Que. Discuss various value-anchored HRD Processes? How do they affect development of an organization? Explain with suitable examples.

Ans. HRD concept is based on the value-anchored processes and systems.

Value-anchored HRD Processes

1.Individual: Individual is the basic constituent of an organization. All the behavioural pattern and dynamisms emerge from individuals

• Self-Management
• Effectiveness
• Competence Building
• Leadership

2.Role: Role is a dynamic entity which involves the expectations of significant others and self from the position of the role holder.

• Competencies for job performance
• Commitment
• Motivation
• Frustration,
• Stress & Burnout

3.Teams: Work in organizations are performed through teams or groups.

• Communication
• Feedback

• Conflict Resolution

• Collaboration

• Resource Utilization

4.Organization: A large number of HRD processes are organization related.

• Organizational Climate
• Self-Renewal
• Impact
• Organizational Change
• Organizational Development

In TISCO the chairman keeps communications with his employees by answering every letter that is addressed to him and has an open house at his residence between 7 and 9 every morning where everyone can walk in and discuss personal or work related problems. He also holds dialogues with large groups sometimes consisting of as many as 2500 persons.

Q. Discuss the various HRD System & their Sub-System?

Ans. HRD SYSTEMS : HRD functions are carried out through its systems and sub systems.

HRD has five major systems and each of the systems has sub systems as elaborated below:

1. Career system: Career system ensures attraction and retention of human resources through the following sub-systems.

• Manpower planning
• Recruitment
• Career planning
• Succession planning
• Retention

2. Work system: Work-planning system ensures that the attracted and retained human resources are utilized in the best possible way to obtain organizational objectives. Following are the sub systems of the work planning system.

• Role analysis
• Performance plan
• Performance feedback and guidance
• Performance appraisal
• Promotion
• Job rotation
• Reward

3. Development system: The human resources within the organization have to raise upto the occasion and change accordingly if the organization wants to be in business.

• Induction
• Training
• Job enrichment
• Self-learning mechanisms
• Potential appraisal
• Succession Development
• Counseling
• Mentor system

4. Self-renewal system: It is not enough to develop individuals and teams in the organizations but occasionally there is a need to renew the organization itself. Following are some of the sub systems that can be utilized to renew the organization.

• Survey
• Action research
• Organizational Development interventions
• Organizational Retreats

5. Culture system: It is the culture that will give a sense of direction, purpose, togetherness, and teamwork. Some of the culture building subsystems are given below:

• Vision, Mission and Goal
• Values
• Communication
• Get-togethers and celebrations
• Task forces
• Small Groups

6. Reinforcement System: Important motivating factor for people joining and continuing in an organization in the work they get. Some of the building subsystems are given below:

• Reward
• High performance

Q. What are the aspects that essentials in cultural System?

Ans. Development of culture takes long time and its a complex process. The following aspects deserve attentions:

• Strong Corporate Identity
• Developing important values
• Building Healthy traditions and Practices
• Communication:

Q. Write briefly about the Communication in culture System.

Ans.Communication essential in Culture System

1. Upward Communication

• Diffusion of routine information
• Diffusion of Procedural information
• Socialization
• Job Related Information
• Feedback on individual performance
• Employee Development

2. Downward Communication

• Management control
• Feedback
• Problem solving and involvement

3. Horizontal Communication

• Experience Sharing
• Problem Solving
• Coordination

4. External Communication

• Image Building
• Credibility Building
• Influencing

Q. Write an overview of changing HRD boundaries.

Ans. Some new initiatives have been included in HRD function

• Reorganizing and restructuring
• Managing mergers and acquisitions
• Initiating and managing quality initiatives
• Conducting a variety of surveys
• Restructuring salary and reward systems
• Enhanced emphasis on recruitment or placement
• Introducing new technologies of training, including e-learning
• Starting of corporate Universities and in-house training institutions
• Introduction of 360 degree Feedback
• Use of assessment centre and development centers for identifying, developing and promoting talented individuals
• Increased emphasis on mentoring and coaching
• Increased emphasis on training of all employees
• Emphasis on leadership and leadership development at all levels
• Participating in strategy thinking
• Improving Quality of work life