HUMAN RESOURCE DEVELOPMENT DESIGN<br />..BY-<br />Bhagyashri<br />
INTRODUCTION<br />HRD is a system within the organization context.  HRD strategies can be developed for achieving the obje...
The purpose of the HRD systems<br />				   build<br />competencies  and commitment<br />individuals, teams and the entire ...
INSTRUMENTS OF THE HRD SYSTEM….<br />Training<br />Performance Appraisal<br />Potential Appraisal and Development<br />Emp...
PRINCIPLES IN DESIGNING HRD SYSTEM<br />Consistent support<br />Focus on HRD<br />Structure of the HRD system<br />Functio...
Designing the HRD Process<br />NEED ASSESSMENT <br />DESIGN<br />IMPLEMENTATION<br />EVALUATION<br />
ASSESS NEEDS<br />DESIGN<br />IMPLEMENTATION<br />EVALUATION<br />SELECT EVALUATION CRITERIA<br />PRIORITISE NEEDS<br />DE...
HRD FRAMEWORK<br />CLIMATE OF HRD <br />HRD PHILOSOPHY<br />HRD SUBSYSTEM OR<br />MECHANISM<br />HRD PRINCIPLE AND <br />F...
MECHENISM AND SUB SYSTEMS               OF HRD<br />MANPOWER PLANNING<br />RECRUITMENT AND SELECTION<br />PERFORMANCE APPR...
FEEDBACK AND PERFORMANCE COACHING<br />CAREER PLANNING AND ADVANCEMENT<br />TRAINING AND DEVELOPMENT NEED<br />ORGANIZATON...
HRD INTEVENTION<br />HRD programs and interventions can be used to address a wide range of issues and problems in the orga...
DESIGNING HRD INTERVENTION<br />ASSESSMENT <br />DESIGNING<br />IMPLEMENTATION<br />EVALUATION<br />
PERFORMANCE<br />CONDITIONS<br />CRITERIA<br />OBJECTIVES OF HRD INTERVENTION<br />
THANK YOU<br />
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F:\Shri\Human Resource Development Design

  1. 1. HUMAN RESOURCE DEVELOPMENT DESIGN<br />..BY-<br />Bhagyashri<br />
  2. 2. INTRODUCTION<br />HRD is a system within the organization context. HRD strategies can be developed for achieving the objectives of the organization through various developmental interventions. HRD systems facilitate the effective achievement of the mission and objectives of organizations. <br />EFFECTIVELY<br />ORGANIZATION’S MISSION & OBJECTIVES<br />
  3. 3. The purpose of the HRD systems<br /> build<br />competencies and commitment<br />individuals, teams and the entire organization.<br />
  4. 4. INSTRUMENTS OF THE HRD SYSTEM….<br />Training<br />Performance Appraisal<br />Potential Appraisal and Development<br />Employee counseling and mentoring<br />Career planning and development<br />Team Building<br />Organization development<br />Learning management<br />
  5. 5. PRINCIPLES IN DESIGNING HRD SYSTEM<br />Consistent support<br />Focus on HRD<br />Structure of the HRD system<br />Functioning of the system<br />
  6. 6. Designing the HRD Process<br />NEED ASSESSMENT <br />DESIGN<br />IMPLEMENTATION<br />EVALUATION<br />
  7. 7. ASSESS NEEDS<br />DESIGN<br />IMPLEMENTATION<br />EVALUATION<br />SELECT EVALUATION CRITERIA<br />PRIORITISE NEEDS<br />DEFINE OBJECTIVES<br />DEVELOP LESSON PLAN<br />DETERMINING EVALUATION DESIGN<br />DEVELOP AQUIRE MATERIALS<br />DELIVER THE HRD PROGRAMME OR INTERVENTION<br />CONDUCT EVALUATION OF PROGRAM OR INTERVENTION<br />SELECT TRAINER/LEADER<br />SELECT METHOD & TECHNIQUES<br />INTERPRET RESULTS<br />SCHEDULE THE PROGRAM/INTERVENTION<br />
  8. 8. HRD FRAMEWORK<br />CLIMATE OF HRD <br />HRD PHILOSOPHY<br />HRD SUBSYSTEM OR<br />MECHANISM<br />HRD PRINCIPLE AND <br />FACTOR<br />HRD OUTPUT<br />HRD SKILLS<br />
  9. 9. MECHENISM AND SUB SYSTEMS OF HRD<br />MANPOWER PLANNING<br />RECRUITMENT AND SELECTION<br />PERFORMANCE APPRAISAL<br />PERFORMANCE COUNSELLING<br />POTENTIAL APPRAISAL AND DEVELOPMENT<br />
  10. 10. FEEDBACK AND PERFORMANCE COACHING<br />CAREER PLANNING AND ADVANCEMENT<br />TRAINING AND DEVELOPMENT NEED<br />ORGANIZATON DEVELOPMENT<br />EMPLOYEE WELFARE AND QUALTY OF WORKLIFE<br />HUMAN RESOURCE INFORMATION<br />
  11. 11. HRD INTEVENTION<br />HRD programs and interventions can be used to address a wide range of issues and problems in the organization. They are use to orient & socialize new employee in to the organization, provide skills and knowledge, and help individual and groups become more effective.<br />
  12. 12. DESIGNING HRD INTERVENTION<br />ASSESSMENT <br />DESIGNING<br />IMPLEMENTATION<br />EVALUATION<br />
  13. 13. PERFORMANCE<br />CONDITIONS<br />CRITERIA<br />OBJECTIVES OF HRD INTERVENTION<br />
  14. 14. THANK YOU<br />
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