A Presentationon the topic

Human Resource Development

Presented by:

Payal Choudhary

Homi Nath

Table of ContentsSr. No. Topic Name

1 Introduction to the topic

2 Definiton

3 Features of HRD

4 Functions of HRD

5 Evolution of concept of HRD

6 HRD vs Personnel Function

7 HRD Matrix…

8 Challenges for HRD

9 Some common HRD practices in Indian Organizations

10 HRD practices used in some companies…

11 Bank of Baroda

12 HRD practices at TCS

13 HRD practices at HUL

Introduction to the topic• People are real assets of the Organization. If treated well, they can take organizations to commanding heights.

• Organizations face several problems in meeting their goals, and to likewise, employees report some problems in their attempts to be productive and efficient and to feel satisfied in their lives. The HR management removes all these obstacles.

1.

DefinitonAccording to Professor TV Rao

“Human resource development is a process by which the employees and organization are helped in a continuous and planned way to 1) Acquire or sharpen capabilities required to

perform various functions associated with their present or expected future roles

2) Develop their general capabilities as individuals and discover and exploit their own inner potential for their own and/or organizational development purposes

3) Develop and organizational culture in which superior-subordinate relationships, team work and collaboration among sub units are strong and contribute to the professional well being, motivation and pride of employees.”

2.

Features of HRDHRD is a system

Is a planned process

Involves development of competencies

Is an inter-disciplinary concept

Improves quality of life

3.

Functions of HRDa) Training and development(T&D)

b) Organizational development

c) Career development

4.

a)Training and development(T&D)TRAINING – improving the knowledge , skills and attitudes of employees for a particular job or task.Employee orientationSkills & technical trainingCoaching

DEVELOPMENT – preparing for future responsibilities , while increasing the capacity to perform at a current jobManagement trainingSupervisior development

b) Organizational development

The process of improving an organizaion’s effectiveness and member’s well – being through the application of behavioral science .

Focuses on both macro and micro levels

HRD plays the role of a change agent

c) Career development

Ongoing process by which individuals progress through series of changes until they achieve their personal level of maximum achievement

Career planning

Career management

Evolution of concept of HRD

Concept What’s it all about?The commodity concept

Labour was regarded as a commodity to be bought and sold

The factor of Production Concept

Labour is like any other factor of production viz. money, materials, land etc.

The goodwill concept Welfare measures like safety, first aid, lunch room will have a positive impact on workers’ productivity.

The paternalistic concept

Management must assume a fatherly position and should satisfy various needs of the employees just as parents meet the requirements of the children.

Humanitarian concept

To improve productivity physical, social and psychological needs of workers must be met.

Human resource Concept

Employees are the most valuable assets of an organization. There should be conscious effort to realise organizational goals by satisfying needs and aspirations of employees.

The emerging concept: HRD

Employees should be considered as partners of the company. There should be opportunities for self-fulfilment in the work.

5.

HRD vs Personnel Function

Personnel function Points of distinction

HRD

Maintenance Oriented Orientation Development oriented

An independent function with independent sub functions

Structure Consists of inter-dependent parts

Reactive function Philosophy Proactive

Exclusive responsibility of personnel department

Responsibility

Responsibility of all managers

Emphasis is put on monetary rewards

Motivators Emphasis is on higher order needs

Improved performance is the result of improved satisfaction and morale

Outcomes Better use of human resources leads to improved satisfaction and morale.

Tries to improve the efficiency of people and administration.

Aims It tries to develop the organization as a whole and its culture

6.

HRD Matrix…7.

HRD Mechanism or Sub systems or Instruments

HRD Process & HRD limake variables

HRD out comes variably Organisational Effectiveness Dimensions

HRD Department Role Clarity More competent People Higher

productivity

Performance appraisal Planning of Development by

every employee

Better development- Roles Growth and

Diversification

Review, Discussion Feed

back, counselling

sessions

Awarness of comptencies

required for Job performance

Higher work commitment & Job

Involvement

Cost

Reduction

Role Analysis Exercise Proactive orientation Bether problem solving Most Profits

Potential Development

Exercise

More Trust Higher job satisfaction & work

motivation

Better Image

Training Collaboration & Team work Better organisational health

Communication Authenticity Most Team-work, synergy and

respect

Policies Openness

Principles in Designing HRD systems

• Management Support

• Focus of the HRD system

• Structure of the HRD system

• Functioning of the system

8.

A framework for HRD process9.

Challenges for HRDChanging workforce demographicsCompeting in global economyEliminating the skills gap Need for lifelong learningNeed for organizational learning

10.

Some common HRD practices in Indian OrganizationsResumes seek strong educational background.Employee referrals (predominantly used for middle and senior management).

Succession planning (predominantly used for middle and senior management).

Elaborate employment tests related to the job, especially at entry level.

E-recruitment: Naukri.com was the first e-portal established in 1998 (naukri means job in Hindi ).

11.

Staffing PracticesNewspaper advertisements are used to brand the company to potential applicants.Newspaper advertisements will specify age and gender requirements.Personal questions will be asked in interviews/resumes about: o Ageo Marital statuso Family plans (women planning to start a family) o Family background o Caste backgroundo Photos to be includedo Verification of educational certificates

Training PracticesTraining (future orientation):

o Education is extremely valued, and training is an extension of it.

o Entry point training programs (3 to12 months of orientation).

o Ongoing training programs.

o Development programs (promotions involve training).

o In-house training centers are a common feature in Indian

organizations.

o Deductive learning style in training: Known as “top-down

approach” where learning principles start with general concepts

and move toward specific application.

Performance Appraisal• Cultural dimensions of collectivism and power distance make objective appraisals a challenge.Supervisors and subordinates develop close relationships.

Organizational loyalty is as important as work performance.

Employee promotions are frequently based on seniority.

• Annual performance appraisals.

• Supervisors provide performance ratings that are frequently inflated due to personal relationships.

• Employment at will does not exist in India. Employment termination carries a social stigma.

Compensation and BenefitsIn addition to a base salary, compensation includes:House rent allowance (HRA)Medical allowanceDearness allowance (DA)Leave travel allowance (LTA)Commuter allowanceThese allowances are frequently referred by their acronyms

Several categories of leave (vacation) exist:Sick leave: 7 days (medical certificate required)

Casual leave: 7 days (for personal and family emergencies, requires prior permission of boss).

Annual leave: 3 weeks (after one year of employment)

Federal holidays: About 20 days

1.

Continues…Retirement age:

55-60 years (private sector);.60 years (public sector).

Retirement Benefits: Employees receive two lump-sum payments when they retire:Provident FundoTypical contributions: 10-12 percent of base salary (employer and employee).oPayable on retirement, voluntary separation, death.

GratuityoOnly employer contributes (15 days salary per year of service).oTax-exempt for employees.oPayable on retirement, voluntary separation, death.

Organizations are seen as an extension of the family. Provide both short-term and long-term

personal loans. Personal loans for housing, car, home

maintenance and family emergencies. Loan amounts vary by position and level in

organization. All employees after their probation

(confirmation) period are eligible.

Many medium and large organizations have cafeterias with subsidized lunch facilities.

Continues…

HRD practices used in some companies…

Bank of BarodaBank of Baroda has the tradition of continuous enrichment of its human asset so that they deliver value to the business.

Initiatives taken by HRD… KHOJ SAMPARK PARAMARSH BARODA FINANCIAL REWARDS FOR BUSINESS LEADERS MEP-TIKSHNA Performance Appraisal System for Clerical and Sub-Staff

12.

13.

• Massive Recruitment of Specialist officers and also graduates from B-Schools through campus recruitment

• Fast Track Career Growth Opportunities for Executives and Officers

• BARODA LEADERSHIP DEVELOPMENT CENTRE

HRD practices at TCS…• Training & Development

• Diversity in Workplace

• Initial Learning Program (ILP)

• Continuous Learning Program (CLP)

• Leadership Development Program (LDP)

• Foreign Language Initiative (FLI)

• Workplace Learning

14.

HRD practices at HUL…• Child labour

• Forced or compulsory labour

• Rights of indigenous people

• Diversity

• Facilities to full time employees

• Notice for operational changes

• Employee engagement

15.

• CEO report back

• Annual review

• Young managers lunch with CEO

• Global people survey(GPS)

• Ur say

• FM-connect

• Hamara