Unit – 6
Human Resource Development
HRD
It is the integrated use of training and development, OD
and CD to improve individual group and org effectiveness
Objectives of HRD
• To develop the capabilities of human resources in
present job
• To help employees to plan their career
• To motivate the employees for their contribution by
suitable rewards
• To increase higher productivity and lower costs to
enhanced profits
Features of HRD
• HRD is a system
• It is inter disciplinary concept
• It is continuous and planned process
• It develops competencies
• It promotes team spirit
• It promotes Healthy org culture
Factors Influencing on HRD
i. Manpower development
ii.Career planning
iii.Org structure
iv. Org climate
v.Development of Individuals
vi.Employee counseling
vii.Recruitment and selection
viii. Performance appraisal
Functions of HRD Manager
1.Role Analysis
2.HRP
3.Recruitment
4.Selection
5.Placement
6.Induction and orientation
7.Performance appraisal
8.Training
9.Management Development
10.Career planning and Development
11.OD
12.Compensation
13.Social and Cultural Programme
14.Quality circles
15.Teamwork
HRD Systems
1.Career system
• Manpower planning
• Career planning
• Succession planning
• Retention
2.Work system
• Role analysis
• Role efficiency
• Performance plan
• Performance appraisal
• Promotion
• Job rotation
• Reward
3.Development system
• Induction
• Training
• Job enrichment
• Potential appraisal
• Counselling development
• Mentor system
4.Self renewal system
• Survey
• Action research
• OD interventions
• Org Retreats
5.Culture system
• Vision ,mission and goal
• Commn
• Task forces
• Small groups
HRD processes
1.Individual
• Effectiveness
• Leaderships
2.Role
• Competencies for job performance
• Motivation
• Frustration
• stress and Burnout
3.Teams
• Commn
• Feedback
• Conflict resolution
• Collaboration
4.Organization
• Org climate
• Org change
• Oeg development
• commn
Knowledge Management
It is a systematic, explicit and deliberate building,
renewal and application of knowledge to
maximize an enterprise knowledge- related
effectiveness and returns from its knowledge
assets
Knowledge Management and Resources
The three levels are
1.Enterprise intelligence
This level consists of
a.Leveraging organizational know – how performance support
b.Interacting with operational databases
c.Building expert networks
2.Information,creation,sharing and management
a.Capturing and distributing expert stories
b.Real time info management
c.Communication and collaboration
d.New content creation
3.Document management
a.Assess retrieval
b.Documents stored online
Knowledge resources
1.Socialization
Knowledge is converted from tactic to tactic through sharing
and exchanging info and experiences and technical skills
2.Externalization
Tactic knowledge is converted to explicit concepts like
analogies,models,generalization etc
3.Combination
• Knowledge is converted to explicit to explicit
• Reconfiguration of existing info by infusing modifications,
additions,deletions,sorting, combination.
• This process helps in creation of improved knowledge
4.Internalization
• Knowledge converted from explicit to tactic
• This is related by reading ,listening and doing
Impact of Globalization on HRM
1.Thinking Global 1.Acting Global
2.Decentralization 2.Centralization
3.Planned 3.Opportunistic
4.Differentiation Organization
4.Integration
5.Change 5.Continuity
6.Delegation 6.Control
7.Competition 7.Partnership
Problems in relation to TNC’s and MNC’s
MNC – Multinational Companies which operate
in two or more countries
TNC – Transnational companies which operate in
several countries
1.They always get resources from cheap and
qualitative
2.They employ people from cheap and potential
labour is available
These companies create certain problems to
domestic companies in several areas
1.Paying discriminatory salaries
2.Higher salary levels
3.Attract the competent employees
4.Kills trade union and its movement
5.Weakens collective Bargaining
6.Single sided management
7.Hire and fire policy
8.Downsizing and delay ring
9.Multiskills
