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hrd model
The document discusses key concepts related to organizational development, human resource development, and employee engagement. It defines alignment, dovetail joints, vision and mission statements. It also outlines drivers of employee engagement like involvement in decision making and development opportunities. The overall topics covered include organizational culture, career development, training, and creating an engaged workforce through HRD alignment.
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hrd model
- 4. ALIGNMENT – PLACEIN LINE OR IN CORRECT POSITION IN RELATION TO OTHERS. DOVETAIL – A wedge shaped joint formed by interlocking of two pieces of wood, FIT TOGETHER EASLIY OR CONVENIENTLY
- 5. A dovetail jointor simply dovetail is a joint technique most commonly used in woodworking joinery. Noted for its resistance to being pulled apart (tensile strength), the dovetail joint is commonly used to join the sides of a drawer to the front. A series of pins cut to extend from the end of one board interlock with a series of tails cut into the end of another board. The pins and tails have a trapezoidal shape. Once glued, a wooden dovetail joint requires no mechanical fasteners.
- 8. VISION STATEMENT “WE AT JIN APPARELS, DRIVEN TO SCALE GREAT HEIGHTS IN THE FIELD OF ENTERPRENUERSHIP, COMMITTED TO TOTAL CUSTOMER SATISFACTION, CONSTANTLY INNOVATE AND RE-INVENT FRESH STANDARDS OF QUALITY DELIVERANCE GLOBALLY”
- 9. MISSION STATEMENT TO CREATE GROW AND SUSTAIN LONG TERM HUMAN VALUES
- 10. BUSINESS MODEL/OBJECTIVES • TO EXCEED CUSTOMER SATISFACTION • TO RUN THE BUSINESS ETHICALLY • TO FOLLOW AND ADOPT JIT • TO REACH THE UNREACHED • TO EXPLORE OR MAKE NEW MARKETS • TO CHALLENGE THE GLOBAL COMPETITORS • TO INITIATE AND MOTIVATE DEVEOPMENT
- 11. BUSINESS COACHING ENVIRONMENT HRD ALIGNMENT ORGANISATIONAL CAREER CULTURE DEVELOPMENT
- 12. BUSINESS ENVIRONMENT GLOBALISATION MARKET TECHNOLOGICAL CHANGES CHANGES LIBERALISATION
- 14.
- 15. ORGANISATIONAL CULTURE MISSION CUSTOMER ADAPTABILITY INVOLVEMENT FOCUS CONSISTENCY
- 16. BUSINESS COACHING ENVIRONMENT ORGANISATIONAL DEVELOPMENT HRD ALIGNMENT
- 17. ORGANISATIONAL DEVELOPMENT OD INTERVENTIONS VISION MISSION GOALS VALUES CHANGE GAP MANAGEMENT ASSESSMENT
- 18. COACHING HRD INDIVIDUAL ALIGNMENT DEVELOPMENT CAREER DEVELOPMENT
- 19. INDIVIDUAL DEVELOPMENT PLANNING CAREER INDIVIDUAL ASSESSMENT DEVELOPMENT DEVELOPMENT RECOGNITION
- 20. HRD ALIGNMENT TRAINING AND DEVELOPMENT ORGANISATIONAL CAREER CULTURE DEVELOPMENT
- 21. TRAINING AND DEVELOPMENT FOCUSON KNOWLEDGE AND TRAINING LINK TRAINING TO BUSINESS NEEDS USE TRAINING TO CREATE AND SHARE KNOWLEDGE
- 22. BUSINESS ENVIRONMENT EMPLOYEE HRD ENGAGEMENT ALIGNMENT ORGANISATIONAL CULTURE
- 23. WHAT IS EMPLOYEEENGAGEMENT? • BELIEF IN THE ORGANISATION • DESIRE TO WORK TO MAKE THINGS BETTER • UNDERSTANDING OF THE BUSINESS CONTEXT AND THE ‘BIGGER PICTURE’ • RESPECTFUL OF AND HELP TO COLLEAGUES • WILLINGNESS TO GO THE ‘EXTRA MILE’ • KEEPING UP-TO-DATE WITH DEVELOPMENTS IN THE FIELD
- 24. DRIVERS OF EMPLOYEEENGAGEMENT • INVOLVEMENT IN DECISION MAKING • THE EXTENT TO WHICH THE EMPLOYEES FEEL ABLE TO VOICE THEIR IDEAS AND MANAGERS LISTEN TO THESE VIEWS AND VALUE EMPLOYEES’ CONTRIBUTION • THE OPPURTUNITIES EMPLOYEES’ HAVE TO DEVELOP THEIR JOBS • THE EXTENT TO WHICH THE ORGANISATION IS CONCERNED FOR EMPLOYEES’ HEALTH AND WELL-BEING
- 25. BUSINESS COACHING ENVIRONMENT ORGANISATIONAL DEVELOPMENT EMPLOYEE HRD INDIVIDUAL ENGAGEMENT ALIGNMENT DEVELOPMENT TRAINING AND DEVELOPMENT ORGANISATIONAL CAREER CULTURE DEVELOPMENT