The document discusses HRD (human resource development) culture, climate, strategies, and frameworks in organizations. It describes how HRD culture facilitates development and enables organizations to adapt to changing environments. Key aspects of HRD culture include confrontation, trust, autonomy, openness, proactiveness, collaboration, and authenticity. HRD climate refers to employee perceptions of the prevailing HRD culture. Strategies are described at the corporate, competitive, and operational levels, and frameworks include HRD vision, mission, goals, and objectives. Examples are provided for an HRD strategy at Dabur India Ltd.

2. HRD Culture
 Facilitates development of an enabling culture in an
org. Now a days, in changing environment,
organization are required
• Frequent restructuring &redesigning of activities

3. Cont.
1. Confrontation
2. Trust
3. Autonomy
4. Openness
5. Proactiveness
6. Collaboration
7. Authenticity

4. Initiative to take risk, motivated for
Experiment, creativity etc

6. HRD Climate
 Perception of the employees about the prevailing HRD
culture in the organization
-Structured Questionnaire
(To map the HRD climate, covering the enabling
practices in the organization)

7. Questionnaire questions
 Does the organizations consider employees as the
most important resources?
 Does the organizations believe in developing
competencies of all cross section of employees and
initiates action in that direction?
 To what extent the organization is transparent in
communication?
 To what extent HRD activities are development
oriented?
 Are the employees to encourage to take risks?

8. HRD Matrix -
 HRD matrix shows interrelationship between HRD
instrument, Proceses, outcomes & Organizational
effectiveness.

9. HRD Strategy
Strategies
HRD

10. Strategy-Strategy is the direction &
scope of an organisation over long
term,matching its resources to its
changing environment & its
particular its market,customer,so as
to meet stakeholder expections.
Strategy is primarily concerned
with the:

11. Scope of the organisational activities
Matching the activities of an organization to that
environment in which it operates.
Concerns with resource implication
it is long term direction
it is affected by the values & expectations of

12. HRD Strategy mainly has two
components
1.SHRD practices
2.SHRD facilitators(Concerns of
mgt,workers,Inderial relations
scenario)

13. Recruitment & Selection
Career Development
Performance Appraisal
Training & Development
Compensation Designing
Human Resource Planning

14. Recruitment & Selection
permanent payroll, multi skill &Specialisation
2.Career development
Career mapping, succession planning & management development
Integrates CD with OD
3. Performance Appraisal
Appraisal with training needs, promotion, transfer & relocation
4. Training & Development:
IN House training,ROI for evaluating& Training Budget
5.Compensation Design:
6.Human Resource Planning:
HRIS & Competency mapping

15. HRD Strategies
Corporate level
Competitive level
Operational level

16. Focus on the following issues:
Define the overall HRD scope
How an org run its financial & structural term
Ensure allocation of resources to diff HR activities
Corporate level strategy influence by mission of the org.

17. Business Strategy
To strengthen their position in the market through
capability development of human resources
 Explains:-
 How to develop their skill ,capabilities in a competitive
market
 How to meet stakeholder interest through HRD
 To what extent org objective can be met through develop
of human resources.

18. Operational Strategies
 Are also known as functional level strategies(help an
org to achieve the corporate level strategies)
At this level more stress on programme design, delivery,
collective feedback ,analyzing the result.
 HRD strategy plans for the future is called intended
HRD strategy & action are known as realized HRD
Strategy

19. HRD VISION
HRD MISSION
HRD GOALS
HRD OBJECTIVES

20. •Forward looking
•Written or unwritten it must be communicated
•inspirational
•Communicated of vision done in two ways:
1.Mission statement
2.Personel selling

21. •Uniques
•Basic purpose
•Veiw of future
•Basic beleifs
•Principal customers,client or key market segment
•Principal goods & services,present & future
•Principal economic concern

22. Financial & non financial issues
4.HRD Objectives
Mearsureable & reduce misunderstanding & conflicts

23. Dabur India ltd
Vision- Dedicated to the health
& well-being of every
household
Mission:
Dabur believes in the mission of
being a leader in the Natural
Foods & Beverages Industry.

24. Dabur aims in offering quality
products and distributing higher
returns to stakeholders. "Real" and
"Real Activ" are the two fruit juice
brands of Dabur, which are
packaged in different flavors like –
Mixed Fruit Cucumber Spinach
Juice and Mixed Fruit Beetroot
Carrot Juice.