INTRODUCTION• HRD is a system within the organization

context. HRD strategies can be developed for achieving the objectives of the organization through various developmental interventions. HRD systems facilitate the effective achievement of the mission and objectives of organizations.

ORGANIZATION’S MISSION & OBJECTIVES

EFFECTIVELY

The purpose of the HRD systems

buildcompetencies

and commitment

individuals, teams and the entire organization.

PRINCIPLES IN DESIGNING HRD SYSTEM

• Consistent support• Focus on HRD• Structure of the HRD system• Functioning of the system

• Focus on enabling capabilities:

• Balancing adaptation and change in the organisational culture:

• Attention to contextual factors:

• Building linkages with other functions:

Principles in Designing HRD System

• Ensuring respectability for the function:

• Establishing linkage mechanisms:

• Developing monitoring mechanisms:

• Balancing specialisation and diffusion of the function:

• INDIVIDUAL– SELF MANAGEMENT -GOAL ORIENTATION– COMPETENCE BUILDING - KSA– ADVANCEMENT – POTENTIAL IDENTIFICATION &

DEVELOPMENT

VALUE PROCESSES OF HRD

• ROLE– OPTIMAL STRESS – STRETCHED GOALS– LINKAGES – IMPORTANCE OF ROLE– AUTONOMY – DECISION, INITIATIVES

• DYAD (EMPLOYEE & SUPERVISOR)– TRUST – MUTUALITY – HELPING RELATIONSHIP– COMMUNICATION – GIVE AND RECEIVE FEEDBACK

VALUE PROCESSES OF HRD

TEAM – COHESION - SYNERGY OF EFFORT– RESOURCE UTILIZATION – MAXIMISE

INTER TEAMS (DEPTS/ VERTICALS)

VALUE PROCESSES OF HRD

ORGANIZATIONGROWTH – SIZE, OPERATIONS, ACTIVITIESIMPACT – NEW MARKET/ SERVICE/ TECHSELF RENEWAL - SURVIVAL

VALUE PROCESSES OF HRD