HRD (2)

ONEDAY WORKSHOP ON ROLE OF HRD IN ORGANIZATION DEVELOPMENT : 

ONEDAY WORKSHOP ON ROLE OF HRD IN ORGANIZATION DEVELOPMENT Presenters: Chandrakanth Dashanthi Divakar Bala

Introduction To Human Resource Management : 

Introduction To Human Resource Management Every business unit needs human resource (manpower) for the conduct of different business activities. In fact, no organisation can exist or operate efficiently without the support of human resource. Such human resource includes top level managers, executives, supervisors and other subordinate / lower level staff / employees. A business organisation has to estimate its future manpower needs and adjust its manpower planning and development programmes accordingly. This is called ' staffing ' function of management. Human resource management is also described as personnel management or manpower management.

PowerPoint Presentation: 

According to Edwin Flippo ,"Personnel Management is the planning, organising, directing and controlling of the procurement, development, compensation, integration and maintenance of people for the purpose of contributing to organizational, individual and social goals".

Definition of HRD: 

Definition of HRD A set of systematic and planned activities designed by an organization to provide its members with the necessary skills to meet current and future job demands.

What is Human Resource Development? HRD: 

What is Human Resource Development? HRD Human Resource Development (HRD) means to develop available manpower through suitable methods such as training, promotions, transfers and opportunities for career development. HRD programmes create a team of well-trained, efficient and capable managers and subordinates. Such team constitutes an important asset of an enterprise. According to Peter F. Drucker , "the prosperity, if not the survival of any business depends on the performance of its managers of tomorrow." The human resource should be nurtured and used for the benefit of the organization.

OBJECTIVES: 

OBJECTIVES Develop human resource of the company continuously for better performance to meet objectives. Provide opportunity for development of different level of employees. suitable need based training programs Prepare newly inducted staff to perform their work with high level of competency and excellence.

OBJECTIVES: 

OBJECTIVES Assist the existing and potential customers in the better use of our equipments by training the employees. Promote a culture of creativity, innovation, human development, respect and dignity. Achieve excellence in every aspect of working life. Create environment for the trainees conducive to their character building.

Evolution of HRD: 

Evolution of HRD Early apprenticeship programs Early vocational education programs Early factory schools Early training for unskilled/semiskilled Human relations movement Establishment of training profession Emergence of HRD

HRD Functions: 

HRD Functions Providing skill input to apprentices and trainees Identifying training needs and imparting training Outside deputation for competency enhancement Competency mapping Organisational development activities Conducting sessions and workshops Training and development (T&D)

THE NEED FOR HRD: BUSINESS AND ECONOMICS CHANGED: 

THE NEED FOR HRD: BUSINESS AND ECONOMICS CHANGED HRD can be ‘a platform for organisational transformation , a mechanism for continuous organisational and individual renewal and a vehicle for global knowledge transfer’.

THE NEED FOR HRD: 

THE NEED FOR HRD Implementing a new policy Implementing a strategy Effecting organisational change Changing an organisation’s culture Meeting changes in the external environment Solving particular problems

THE NEED FOR HRD: TECHNOLOGICAL CHANGES: 

THE NEED FOR HRD: TECHNOLOGICAL CHANGES Technological change creates requirements for training and development

THE NEED FOR HRD: ORGANISATIONAL CHANGE : 

THE NEED FOR HRD: ORGANISATIONAL CHANGE Organisations that work in less time will have a competitive advantage. A customer and quality focus will permeate tomorrow’s superior organisation. The arena for an organisation’s planning and action will be global . Business strategies now depend on quality and versatility of the human resource. Work structure and design will change dramatically.

Training and Development (T&D): 

Training and Development (T&D) Training – improving the knowledge, skills and attitudes of employees for the short-term, particular to a specific job or task – e.g., Employee orientation Skills & technical training Coaching Counseling

Training and Development (T&D): 

Training and Development (T&D) Development – preparing for future responsibilities, while increasing the capacity to perform at a current job Management training Supervisor development

Benefits of Training and Development : 

Benefits of Training and Development Training and development helps the employees to achieve their personal goals which in turn help to achieve the overall organizational objectives. Thus, we can bifurcate the benefits of training and development into two broad heads: Organizational benefits Personal benefits

Organizational benefits: : 

Organizational benefits : Improves the morale of the workforce. Leads to improve profitability and more positive attitudes towards profit orientation Improves the job knowledge and skills at all levels of the organization. Aids in organizational development Improves relationship between superior and subordinate.

Personal benefits : 

Personal benefits Helps the individual in making better decisions and effective problem solving. Aids in encouraging and achieving self-development and self-confidence. Provides information for improving leadership, knowledge, communication skills and attitudes. Helps a person handle stress, tension, frustration and conflicts. Helps a person develop speaking and listening skills. Helps eliminate fear in attempting new tasks.

Impact on Training: 

Impact on Training Training practices rapidly changing in response to pressures Impacting instruction design, delivery, and evaluation processes Global interest in E-learning is growing

Training & HRD Process Model: 

Training & HRD Process Model

Learning & Performance: 

Learning & Performance

Critical HRD Issues: 

Critical HRD Issues Strategic management and HRD The supervisor’s role in HRD Organizational structure of HRD

Strategic Management & HRD: 

Strategic Management & HRD Strategic management aims to ensure organizational effectiveness for the foreseeable future – e.g., maximizing profits in the next 3 to 5 years HRD aims to get managers and workers ready for new products, procedures, and materials

PowerPoint Presentation: 

Recruitment Coaching & Mentoring Human Asset Profiles Career Development Plans Core Values Core Competencies Performance Improvement Selection Human Capital Strategy Performance Management Revenue Per Employee Cost Per Employee Profit Per Employee

Activities of Human Capital Management : 

Activities of Human Capital Management

Supervisor’s Role in HRD: 

Supervisor’s Role in HRD Implements HRD programs and procedures On-the-job training (OJT) Coaching/mentoring/counseling Career and employee development A “front-line participant” in HRD

Organizational Structure of HRD Departments: 

Organizational Structure of HRD Departments Depends on company size, industry and maturity No single structure used Depends in large part on how well the HRD manager becomes an institutional part of the company – i.e., a revenue contributor, not just a revenue user

HR Manager Role: 

HR Manager Role Integrates HRD with organizational goals and strategies Promotes HRD as a profit enhancer Tailors HRD to corporate needs and budget Institutionalizes performance enhancement

HR Strategic Advisor Role: 

HR Strategic Advisor Role Consults with corporate strategic thinkers Helps to articulate goals and strategies Develops HR plans Develops strategic planning education and training programs

Future Trends of HRD: 

Future Trends of HRD

NEXT GENERATING HR-THE DOOR TO THE FUTURE: : 

NEXT GENERATING HR-THE DOOR TO THE FUTURE: TALENT SUPPLY work force planning, sourcing, selection , employee introduction and first year performance HIGH PERFORMANCE High achievement goal setting, reviews and rewards and skill development LEADERSHIP AND KEY TALENT Succession planning assessment, development, executive and talent rewards EMPLOYMENT RELATIONSHIP Employment branding, benefits, engagement, and career development. HR TRANSFORMATION Based on the next generation HR Model redesigning the HR Organization and processes.

Future focus of youth in HRD : 

Future focus of youth in HRD 1. Human Capital (Intellectual , Social , Emotional ) 2. Emotional Quotient 3. Growing leaders through Mentoring 4. Occupational Health, Safety and Work Ethics

Quality circle…!: 

Quality circle…! It's a small group comprising of 6 to 12 employees doing similar work They meet together voluntarily on a regular basis for identifying improvements in their respective work areas. Their aim to achieve and so also to sustain excellence towards mutual upliftment of employees as well as the organization.

PowerPoint Presentation: 

The objectives of Quality Circles are multi-faced. a) Change in Attitude. -From "I don't care" to "I do care" -Continuous improvement in quality of work life through humanization of work. b) Self Development -Bring out 'Hidden Potential' of people -People get to learn additional skills. c) Development of Team Spirit -Individual Vs Team – "I could not do but we did it" -Eliminate inter departmental conflicts. d) Improved Organizational Culture - Positive working environment. -Total involvement of people at all levels. -Higher motivational level.

Summary & Conclussion: 

Summary & Conclussion HRD is too important to be left to amateurs HRD should be a revenue producer, not a revenue user HRD should be a central part of company

THANK YOU FOR YOUR VALUABLE TIME: 

THANK YOU FOR YOUR VALUABLE TIME