This ppt made from the book of UDAI PAREEKH, who in the father of HRD in India. This ppt establishes the HRD Design system for an organization. It is based on several points. which can improve the little concept of workers' mind. There is little diplomacy, in unorganised way.

1. HRD ISSUES & DESIGN SYSTEM
A PRESENTATION BY, SUBHAM KARMAKAR
HILAL BIN ZIA
DEBJIT DAS

2. INTRODUCTION
Although the HRDS in its integrated from is being used only by a few
organizations in our country, one or more of its components are being managed
well in most organizations. Introducing an integrated HRDS requires the
following:
a. A high level of commitment from the corporate management to the
development of human resources in the organization.
b. Acceptance by the top management the responsibility to create conditions
for the growth and development of its employees.
c. A reasonably good degree of openness and trust in the organization and
preparedness on the part of top management to create more openness, trust
and mutuality among employees.

3. PERFORMANCE & POTENTIAL
APPRAISAL ISSUES
• Amenability of the function for target setting.
• Tendencies of employees to set low targets in order to get good rating.
• Rating at the time of appraisal becomes very subjective.
• Focusing on how well each employee has performed to in relation to his
KPAs.
• Appraisal by the chief gives only a one sided picture for self understanding.
• Collecting of datas to analysis to understand the problem.

4. CONTD…
• Collections of feedback from subordinates.
• Two factors are related with this problems –
1. Facilitating factors
2. Hindering factors
• SAFI (Self Assessment through Feedback on Instruments) Service.
• Role specification in managerial level should be specific in nature.
• Creativity and initiative can be exercised for role description. It helps as
mechanisms for defending non-performance or lack of initiatives.

5. ISSUES IN PERFORMANCE REVIEW
AND FEEDBACK
• It is based on the principle the development is faster when it is planned
and deliberate. Organizations should create opportunities for their
employees.
• Performance feedback and appraisal discussion are used as mechanisms to
create a drive for self discovery.
• The organization requires the capability to contain such reactions rather
than panic.
• People react emotionally to negative feedback.

6. CONTD…
• Excess positivity or excess negativity can ruin a company’s growth.
• Main Issue in HRD: Coaching skill and feedback skill should be
developed in people.
• Most interactive people can give feedback in a good way. They can give
feedback and help individual to grow and develop.
• Geographic location doesn’t help to interact, so in marketing and sales
department, employees lose opportunities to give feedbacks and
suggestions.

7. WORKERS’AFFAIRS AND HRD
• Traditional worker affairs are mostly concerned with industrial relations and
statutory welfare function.
• Various problems to introduced HRDS to worker:
1. They are unionized.
2. ‘Development’ as a mechanism of control may create a new conflict.
3. Lack of education of workers.
4. Senior worker has chance to get promotion which is Anti-HRDS.

8. CONTD…
• Opportunities of solution:
1. Introducing job enrichment programmes.
2. Employee councelling service.
3. potential appraisal level where non-unionized will get promotion.
4. Organizing training programmes.
• Centralization and integration of the worker affairs is important in the
organization. It should become integrated responsibility of line
management.
• The centralized function should be of a coordinating and advisory nature.

9. CONTD…
• Necessary to pay attention in worker affairs:
1. Industrial relations.
2. Worker welfare.
3. Worker development.
4. Quality of working life.
• Special attention to be paid to the training of supervisors in human
relation skills and work redesign.

10. STRENGTHENING THE PERSONNEL
FUNCTION
• Creating top level personnel position. It shows the commitment of the
organization.
• Personnel departments can prepare and make available mechanisms or
instruments for identifying, developing and managing human resources.
• Technical, mechanical and behavioral capabilities are for sponsor of
training.
• Some organizations are offering to do training programme, rather than
capabilities to be developed.

11. CONCLUSION
In conclusion, we would like to emphasize that through systems of
this kind we are attempting to have an impact on organizational
culture. To build on an existing culture and to bring about changes in
that very culture, requires clarity, commitment and above all,
patience. HRD should become a movement and get integrated into
our work life. HRDS is necessary for organizations to a climate of
collaboration, team work, openness, trust, helpfulness and concern
for larger goals. HRDS is only an instrument to achieve this end.

12. THANK YOU