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chandanrathore08Subject - Material on HRD ClimateHello Friends,

This is Material on HRD Climate, i hope this will

be beneficial for everyone.

HRD Climate

Introduction :- If we need to find a way todevelop employees in order to become effectivecontributors to the goals of an organization, weneed to have a clear view of what an effectivecontribution would look like. The use of personalcapacities can be very helpful in describing theway in which an effective employee should

operate and behave, but there can be no generalprescription of an effective employee.Effectiveness will differ with organizationalcontext, and on whose perspective we areadopting. The matter of what, finally, makes aneffective employee is a combination ofpersonality, natural capabilities, developed skills,experience and learning. The process ofenhancing an employees present and futureeffectiveness is called development.

Meaning of HR+D+Climate

HR means employees in organisation, who workto increase the profit for organisation.

Development, it is acquisition of capabilities thatare needed to do the present job, or the futureexpected job.

After analyzing Human Resource andDevelopment we can simply stated that, HRD is

the process of helping people to acquirecompetencies.

Climate, this is an overall feeling that is conveyedby the physical layout, the way employeesinteract and the way members of theorganisation conduct themselves with outsiders.(It is provided by an organisation.)

Organisational climate is a set of characteristicsof an organisation which are referred in thedescriptions employees make of the policies,practices and conditions which exist in the
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working environment.Abraham

An organisation became dynamic and growthoriented if their people are dynamic and pro-

active. Through proper selection of people and bynurturing their dynamism and othercompetencies an organisation can make theirpeople dynamic and pro-active. To survive it isvery essential for an organisation to adopt thechange in the environment and also continuouslyprepare their employees to meet the challenges;this will have a positive impact on theorganisation.

What is needed to Develop Organisational

Climate in OrganisationTop to Bottom effort : - Organisation isconsidered to be complete organisation afterincluding top authority to bottom line of workers.And whenever we talk about development atorganisational level effort is needed from toplevel to bottom level. Top authority should nothave thinking in their mind that their task is toonly take decisions but they should alsoemphasized on proper implementation of decisionby adopting various controlling technique.

Bottom level workers should have loyal mind-settowards their organisation. Bottom level workershave to work with dedication. They should haverealisation that organisation is their organisation.

Motivator role of Manager and Supervisor : - Toprepare Human Resource Development Climate,Manager and Supervisors responsibilities aremore or we can say that they are the keyplayers. Manager and Supervisors have to helpthe employees to develop the competencies in

the employees. To help the employees at lowerlevel they need to updated properly and theyneed to share their expertise and experience withemployees.

Faith upon employees : - In the process ofdeveloping HRD Climate employer should havefaith on its employees capabilities. Meanswhatever amount is invested that should bebased on development of employees. Topmanagement should trust the employees thatafter making huge effort to develop employees,employees will work for the well being of


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organisation and for human being also.

Free expression of Feelings : - Whatever Topmanagement feels about employees they have toexpress to employees and whatever employees

think about top management it must be expressin other words we can say that there should notbe anything hidden while communication process.Clear communication process will help toestablish the HRD Climate.

Feedback : - Feedback should be taken regularlyto know the drawbacks in system. This will helpto gain confidence in employees mind. Employeewill trust on management and he can express hisopinion freely which is very good for HRD

Climate. Feedback will help to remove theweakness.

Helpful nature of employees : - Whenever we talkabout 100% effort then we have to talk aboutemployees effort too. Nature of employeesshould be helping for management and for itscolleagues. They should be always read to help tocustomers too.

Supportive personnel management: - Personnel

policies of organisation should motivateemployees to contribute more from their part.Top managements philosophy should be cleartowards Human Resource and its well being toencourage the employees.

Encouraging and risk taking experimentation : -Employees should be motivated by giving themauthority to take decision. This concept is riskybut gradually it will bring expertise in employeesto handle similar situation in future. It will help to

develop confidence in employees mind.Organisation can utilize and develop employeesmore by assigning risky task.

Discouraging stereotypes and favouritism : -Management need to avoid those practices whichlead to favouritism. Management and Managersneed to give equal importance. Those people whoare performing good they need to appreciatedand those who are not performing good theyneed to be guided. Any kind of partial behaviourshould be avoided.


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Team Spirit : - There must be feeling ofbelongingness among the employees, and alsowillingness to work as a team.

Components of HRD Climate

The organizational climate consists of:-

Organisational Structure-An organizations structure is actually a

snapshot of a work process, frozen in time sothat it can be viewed. The structure enables thepeoples energy to be focused towards processachievement and goal achievement. Employeemust have a clear definition of not only the work

structure but also the role used to organize thework. If the structure and the role is not clear,people will not know what the work process is,who is responsible for what, whom to go for helpand decision, and who can Assist in solvingproblems that may arise.

Organisational Culture-Organisational culture is the pattern of beliefs,knowledge, attitudes, and customs that existswithin an organisation. Organizational culture

may result in part from senior managementbeliefs or from the beliefs of employees.Organizational culture can be supportive orunsupportive, positive or negative. It can affectthe ability or willingness of employees to adapt orperform well within the organisation.

The most effective work culture is one thatsupports the organizations HR strategies byaligning behaviors, processes and methods withthe desired results. It is not just achieving results

but the methods through which they are achievedthat are critical to long-term success.

Before any HR strategy is designed there must bea clear understanding of the organisation, itscurrent values, its structure, its people as well asits goals and vision for the future.

HR Processes-

The HR system of an organisation should becomprehensive enough to take care of employeesfrom the time they join till the time they leave


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HR. Their demands must not be ignored, but afeeling of belongingness be created. Processshould be very clear and impartial, so thatemployees faith in organisation. Fromrecruitment to retirement whole process should

be according to employees expectation andability of employer.

Importance of looking at the organisation climateare:

Looking at the organizational climate, whichmeans taking a closer look at what is happeningin and around in the HR scenario of the various

organization. It is essential to work on becausedirectly or indirectly this environment affects theorganization and the employee.

Importances are:

Environmental factors of HR are primeinfluencing elements of change in HR strategy.

It gives HR professionals time to anticipateopportunities in HR area and time to plan

optional responses to these opportunities.

It helps HR professionals to develop an earlywarning system to prevent threats emerging outfrom HR scenario, or to develop strategies, whichcan turn a threat.

It forms a basis of aligning the organisationstrengths to the changes in the environment.

It enables the entry of the latestnational/international HR developments.

Measuring HRD Climate

Economic condition An organisations economic condition influencesits culture in several ways. The more prosperousan organisation is the more it can afford to spendon research and the more it can afford to riskand be adventurous.


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Leadership Style : -An organisation leadership style plays a profoundrole in determining several aspects of its culture.An authoritarian style may make the

organisations culture characterized by highposition structure, low individual autonomy, lowreward orientation, low warmth and support andso on, or it may be opposite, like goal directedleadership.

Managerial assumption about human nature : -Every act on the part of the management thatinvolves human beings is predicated uponassumptions, generalizations and hypotheses

relating to human behaviour. There are twotheories of behaviour (Theory X and Theory Y).

Managerial values and ethos : -The feeling of managers about norms and valueswhat is good and what is poor as managementpractice. There are few dimensions on which itcan be checked. They are self-awareness, risk-taking, participation, bureaucracy, equity,employees security and growth.

Organisation size : -An small organizations there are few levels ofmanagement, these are generally moreamenable to democratic and participativefunctioning than big organisations. More opencommunication system in small organisations.Hence these organisations have a different typeof climate than what are in big organizations.

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