ANNOTATED OUTLINE 12-2 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
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.
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
HRD is an inter disciplinary concept
HRD is a way of improving the quality of working life
HRD in India
12-6 HRD in India 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.
12-7 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
12-8 HRD in India 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.
12-9 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
12-10 HRD vs Personnel Function The differences between the personnel function and HRD may be listed thus Personnel function vs. HRD HRD in India
12-11 The HRD matrix shows the interrelationships between HRD instruments, processes, outcomes and organisational effectiveness . HRD Matrix HRD in India
12-12 HRD Mechanisms or Subsystems HRD in India The following HRD mechanisms are currently in use in order to development competencies of people and improve the overall organisational climate HRD Mechanisms
Training and employee development
Employee welfare and quality of working life
Socio technical system
Self managed work teams
Open door policies
Human resource information system
HRD in India HRD Mechanisms
12-14 HRD in India 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.
12-15 The contribution of HRD subsystems to development dimension HRD in India 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 Training Feedback and performance coaching Rewards Individual in regard to likely future roles Potential appraisal and development Training Performance appraisal Feedback and performance coaching Dyadic relationships Feedback and performance coaching Performance appraisal Training Teams & Teamwork Organisation development Training Team rewards Collaboration among different units/teams Organisation development Training Self-renewing capability and health of organisation Performance appraisal Organisation development Training
12-16 HRD in India Principles In Designing HRD Systems
Focus of the HRD system
Structure of the HRD system
Functioning of the system
12-17 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