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Introduction to Human Resource Development

  1. 1. Human Resource Development An Introduction “The only vital value an enterprise has is the experience, skills, innovativeness and insights of its people”
  2. 2. c a s e Infosys Infosys Limited was started in 1981 by seven people with US$ 250. Today, we are a global leader in consulting, technology and outsourcing with revenues of US$ 6.994 billion (FY12). Infosys provides business consulting, technology, engineering and outsourcing services to help clients in over 30 countries build tomorrow’s enterprise. Introduction to HRD Infosys and its subsidiaries have 149,994 employees as on March 31, 2012.
  3. 3. Introduction to HRM People make or Mar the organization Working with Infosys is not a job. It's a journey. An experience. There's so much to explore here - even about yourself - that every day is a new day. You want a challenging and enjoyable work environment. We want you to realize your potential. You want to be recognized for your work. We want you to fulfil your aspirations. Today, Infosys is building tomorrow's enterprise. And guess who's making this possible? Infoscions. Our people - yesterday, today and tomorrow. We believe there's a bit of an Infoscion in everyone.
  4. 4. HRD Meaning & Definition “HRD is a process by which the employees of an organisation are helped to help themselves and develop the organisation.” Systematic & Planned approach Way of improving the quality of working life Pervasive Function Comprehensive Function Continuous process HRD involves the development of competencies at the:- Features of Human Resource Development HRD is a process by which the employees of an 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 individual and discover and exploit their own inner potential for their own and /or organizational development purposes. (3) Develop an organizational culture in which superior-subordinates relationships, team work and collaboration among sub units are strong and contribute to the professional well being, motivation and pride of employees. Individual level Interpersonal level Group level Organizational level
  5. 5. Performance Appraisal Potential Appraisal Counseling & Monitoring Training Building Morale & Motivation Developing Team Work Developing Emotional intelligence Quality Circles Quality of Work Life Creating Effective HRD environment Instruments - Scope - Functions of HRD Career Planning Organizational Change
  6. 6. Company Example of Continuous Improvement Organization HRD initiative Motorola Employ informal mentoring programs to encourage employees development. Xerox, Texas Instruments, AT & T Measure rewards & recognition program development. KPMG Measure number of awards given & percentage of employees receiving formal awards. FedEx Track total percentage of employees recognized. Apple Computers Use empowerment to nurture individuals & teams. Continuous Improvement an Important feature of HRD
  7. 7. Evolution of the Concept of HRD 1. The Commodity Concept 2. Factor of Production Concept 3. Paternalistic Concept 4. Humanitarian Concept 5. Behavioral Human Resource Concept 6. Emerging Concept Concept What’s it all about The Commodity Concept What’s it all about The Factor of Production Concept Labour was regarded as a commodity to be bought and sold. Wages were based on demand and supply. Government did very little to protect workers. The Goodwill Concept Labour is like any other factor of production,viz,money,materials,land etc.Workers are like machine tools. The Paternalistic Concept/Paternalism Welfare measures look safety, first aid, lunch room, rest room will have a positive in productivity. Humanitarian Concept To improve productivity, physical social and psychological needs of workers must be met.As Mayo and other stated, money is less a factor in determining output, than group standards, group incentives and security. The organisation is a social system that has both economic and Social dimensions. The Human Resource Concept Employees are the most valuable assests of the organisation. There should be a conscious efforts to realise organisational goals by satisfying needs and aspirations of employees.
  8. 8. Difference Personnel Function HRD Orientation Maintenance Oriented Development Oriented Structure An independent function with independent sub-function Consist of inter-dependent parts Philosophy Reactive function, responding to the events as and when they take place Proactive function, trying to anticipate and get ready with appropriate responses Responsibility Exclusive responsibility of personnel department Responsibility of all managers in the organisation Motivators Emphasis is put on monetary rewards Emphasis is on higher-order needs such as design jobs with stretch, improve creativity and problem solving skills Outcomes Improved performance is the results of improved satisfaction and moral Better use of human resources leads to improved satisfaction and morale Aims Tries to improve the efficiency of people and administration It tries to develop the organisation as a whole and its culture HRD VS Personal Management
  9. 9. Toyota maintains high profile in its HRD policies and practices Toyota’s HRD in the context of Organizational Culture. 1. HRM strategy should have super ordinate goals linked to organizational goals and these goals must be rendered to core HRM practices. 2. The mix of local ethos with international practices to obtain commitment and organizational integration of workforce serves as a great learning tool. 3. Respect - To achieve an environment where all team members treat other with dignity, trust each other, and care about the work we do, we foster initiative and creativity. Treat the employees as human beings
  10. 10.  To prepare employees to meet the present & changing future job requirements  To prevent employee obsolescence  To develop creative abilities & talents  To prepare employees for higher levels of jobs  To develop the potentialities of the people for the next level Job  To aid total quality management  To promote individual & collective morale, sense of responsibility & good relation.  To broaden the minds of senior managers  To ensure smooth and efficient working of the organization  To provide comprehensive HRD frame work  To enhance organizational capabilities  To create climate that enables organizational development. Objectives Of HRD
  11. 11. To be close to the customer through employees To respect the individuals, as people are the greatest assets. To achieve & maintain leadership in people management HRD beliefs @ Wipro Serve internal & external customers through defect free products, services & processes. To govern individual and company relationships with the highest standard of conduct & integrity.
  12. 12. HRD System Organization Input Transformation Output Feedback Vision Strategies Goals Skills Talents Knowledge Technology Policies Creative Ideas Knowledge HRD Policies HRD Practices Motivation Leadership Communication Performance Market Share Customer Service Profit Expansion Diversification Value Addition Strategy Implementation
  13. 13. Gear up or Be History! – MTV Approach “It is our job as HR professionals to meet & exceed expectations to captivate the MTV Generation” MTV, an initialism of Music Television, is an American network based in New York City that launched on August 1, 1981. The original purpose of the channel was to play music videosguided by on-air hosts known as VJs. MTV India is the Indian version of MTV (Music Television), a channel specialising in music and youth culture programming. It was launched in 1996 and is now part of the Viacom 18 Media Pvt. Ltd based in Mumbai, a 50/50 joint venture operation between Viacom Inc. and Network TV 18. "MTV India" is one of the oldest Music Television Networks in Asia. Music has always been distinctively recognized and acknowledged with respect to India and so thus the MTV India. MTV India happens to be one of the most-popular music channels across the Indian subcontinent, having viewership shares in India and also countries like Bangladesh and Sri Lanka. MTV India broadcasts many famous television programmes for people with varied interests. Its main emphasis is on music based entertainment but of-late the programming has included reality shows. MTV is Looking for human resources who can maintain balance between work & life and personal life, flexibility, entrepreneurship, ownership of Ideas, be multi-skilled & Talent oriented. Need Of HRD
  14. 14. Need of HRD 6.Organizational Viability & Transformational Process 7. Organizational Complexities
  15. 15. Employee designs his own HRD package @ Polaroid Polaroid Corporation is an American based international consumer electronics and eyewear company, originally founded in 1937 . The Polaroid’s Leadership Institute offers a wide variety of courses ranging from conflict management to labor laws and project management.  Course materials is e-mailed directly to all eligible employees.  Enrolling for courses and updating training records are all done electronically.  An employee can create his own training package tailored to his owns specific needs. Principles in Designing HRD Systems Management Support Focus of the HRD System Structure of the HRD System Functioning of the System
  16. 16. The Contribution of HRD systems to Development Dimensions Development Dimensions HRD system Mechanism Individual Training Career Planning Potential Appraisal and Development Feedback and Coaching performance Rewards Individual in the present role Performance Appraisal Training Feedback and Performance Coaching Rewards Individual in regards to likely future roles Potential appraisal and Development Training Performance Appraisal Feedback and Performance Coaching Dyadic Relationship Feedback and Performance Coaching Performance appraisals Training Collaboration among different units/Teams Organisational Development Training Self-Renewing Capability and Health of Organisation Performance Appraisal Organisational Development Training
  17. 17. Importance of HRD At the Enterprise level Develop skills and competencies Attract and retain talent Train People for challenging Roles At the individual level Promote Team Spirit Growth Opportunities to people Develop loyalty and Commitment Improve Job Satisfaction At the Enterprise level Generate Employment Opportunities Increase Productivity and profit Train People for challenging Roles At the Enterprise level Enhance Standard of Living
  18. 18. Techniques Process of HRD: Techniques & Output Organizational Climate & HRD Climate Performance Appraisal Training Management Development Career Development Workers Participation Organizational Development Quality Circles Social & Cultural Development Human Resources •Individual Goals • Team Goals • Organizational Goals • Social Goals •Skill •Knowledge •Behaviour •Values Means •Individual •Team •Family & Friends •Society Development of Human Resources Output: Outcomes
  19. 19. Creates profiles of “ideal candidates” for each position in the company. Clearly delineate the organization’s critical success factors to provide focused guidance Encourages lateral career moves to enhance the breadth of employee experience Frequently rotate jobs & project membership to broaden personal experiences Competency Development

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