1. HRD Strategies
“ HRD Strategies are a plan that defines how the human
resources would be utilized through the use of an
integrated array of training, organizational
development and career development efforts to
achieve individual, organizational objectives.”

2. Major HRD Strategies
• Communications Strategy:
In today’s changing scenario, it is essential to educate and
train employees about the change
• Accountability And Ownership Strategy:
Employee’s accountability and ownership leads to higher
productivity and customer excelleration.
• Quality Strategy:
Quality needs to be fostered in the employees through
training and development.

3. •Cost Reduction Strategy:
Every employee’s contribution in savings is crucial as small
contributions from each employee can be pooled by
organizations to save substantial savings at the end of a given
period and enhance its competitive strategy.
•Intrapreneurship Strategy:
Every employee needs to be an independent entrepreneur,
who can generate ideas and bring them to reality by using the
existing resources and support of the org to create innovative
and creative products and services.
•Culture Building strategy:
Org’s valuing its employees have a sustainable competitive
edge over competitors because employees are highly charged,
motivated and commitment to the org.

4. • Systematic Training Strategy:
The planning and organization of formal on-job training
and off-job training leads to improving vital employee
characteristics, build and sustain appropriate work
culture and brings in more professionalism in action.
• Learning Strategy:
Continuous development and learning environments
promote self development of employees, of self and by
self.

5. Designing HRD Strategy
Getting The
Big Picture
Developing A
mission
Statement
Conducting
Org. SWOT
Analysis
Conducting
Conducting
HR Analysis
HR Analysis

6. Determining
Critical people
issues
Developing
Consequences
and solutions
Implementation
and evaluation
of action plans

7. Designing HRD Strategy
• Getting Big Picture:
Understanding of business strategy to highlight the key deriving
forces of the business such as-
Technology
Distribution
Competition
Markets
• Developing a Mission statement:
The mission statement should relate to people side of the business.
The words or references should not be idealistic statements-it is
the actual process of thinking through the issues in a formal
manner.

8. Designing HRD Strategy
• Getting Big Picture:
Understanding of business strategy to highlight the key deriving
forces of the business such as-
Technology
Distribution
Competition
Markets
• Developing a Mission statement:
The mission statement should relate to people side of the business.
The words or references should not be idealistic statements-it is
the actual process of thinking through the issues in a formal
manner.

9. • Conducting SWOT analysis of the
organization:
Focus should be on internal strength and weakness of the people side
such as current skills & capability and research the external
business and market environment to highlight the opportunities
and threats.
• Conducting a detailed HR Analysis:
It concentrate on the organization’s culture, organizational
structure, people and COPS (Culture, org, people, systems). Then
gap analysis can be undertaken by examining present status and
desired status.

10. • Determining critical people issues:
The business strategy is reviewed and examined against SWOT and
COPS analysis to identify the critical people issues namely those
issues that must be addressed so as to have a key impact on the
delivery of business strategy.
• Developing consequences and
solution:
For each critical issue the options for managerial action generated
needs to be highlighted, elaborated and created. Then action
plans around the critical issues is to be developed with set targets
and dates for the accomplishment of the key objectives.

11. • Implementation and evaluation of
the action plans:
The ultimate purpose of developing a human resource development
strategy is to ensure that the objectives set are mutually
supportive so that reward sys are integrated with employee
training and career development.