An Effective HRD Climate

Biraja Prasanna Dash (12)Preetam Debasish Sahoo (34)Shakti Prasad Chhotaray (45)

The Challengers

AGENDA

INTRODUCTION

ELEMENTS OF HRD CLIMATE

THE FACTORS REQUIRED FOR GOOD HRD CLIMATE

COMPONENTS OF HRD CLIMATE

IMPACT OF GOD HRD CLIMATE

MEASUREMENT OF HRD CLIMATE

SUMMERY

INTRODUCTION

THREE IMPORTANT FACTORS FOR THE ORGANISATION

• HUMAN RESOURCE

• HUMAN RESOURCE DEVELOPMENT

• AN EFFECTIVE HRD CLIMATE

ELEMENTS OF HRD CLIMATE

THE ELEMENTS OF HRD CLIMATE CAN BE GROUPED INTO

THREE BROAD CATEGORIES —

• GENERAL CLIMATE,

• OCTAPAC CULTURE AND

• HRD MECHANISMS

THE FACTORS REQUIRED FOR GOOD HRD CLIMATE

• TOP TO BOTTOM EFFORT

• MOTIVATOR ROLE OF MANAGER AND SUPERVISOR

• FAITH UPON EMPLOYEES

• FREEDOM OF EXPRESSION OF FEELINGS

• FEEDBACK

• DISCOURAGING STEREOTYPES AND FAVORITISM

• TEAM SPIRIT

CONT…

HELPFUL NATURE OF EMPLOYEES

SUPPORTIVE PERSONNEL MANAGEMENT

ENCOURAGING AND RISK TAKING

EXPERIMENTATION

Components of HRD Climate

Organizational Structure

An organization’s structure is actually a ‘snapshot’ of a

work process, frozen in time so that it can be viewed.

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 help and decision, and who can

assist in problems that may arise.

Contd..

Organizational Culture

Organizational culture is the pattern of beliefs,

knowledge, attitudes, and customs that exists within

an organization.

Organizational culture can be supportive or

unsupportive, positive or negative.

Contd.

HR Processes

The HR system of an organization should be

comprehensive enough to take care of employees from

the time they join till the time they leave HR.

From recruitment to retirement whole process should

be according to employees expectation and ability of

employer.

Importance of looking at HRD climate

Environmental factors of HR are prime influencing

elements of change in HR strategy.

It gives HR professionals time to anticipate

opportunities in HR area.

It forms a basis of aligning the organization strengths to

the changes in the environment.

Impact of Climate‘Bad’ Climate has been

linked to:Turnover

StressSickness

Poor performanceError rateWastageAccidents

Bad behaviors such as:Sabotage

Absenteeism Go-slow

‘Good’ Climate has been linked to desirable outcomes such as:

Job satisfactionConfidence in management

Affective commitmentFaith in Organizational

PerformanceDesirable behaviors such as:

risk-taking (strategic), departure from the status

quo,open communication,

trust

Measuring HRD Climate

Measurement of climate seeks to identify the components

of both bad and good climate, both in absolute terms and

perceptual terms.

Generally, the areas of interact to measure are:

External environment - organizational interface with it

Organizational leadership / mission

Organizational structure / systems

Contd..

Organization and you

Management practices

Working - co-workers / teams / supervisor

Self - at work - your role, development, opportunities,

motivation, commitment, stress

Self - outside work - how work affects your life (good/bad)

- vice-versa.

We can assess the measurement in terms of

Economic Condition

Leadership Style

Managerial assumption about Human Nature

Organization Size

Managerial Values & Ethos

Competencies required for HRD people

The following qualities are essential for a HRD Manager to be successful:

Person of positive thinking with positive attitudes to people

A high desire to learn Interested in people Helpful attitude Initiative taking or proactive Practice and perseverance Communication skills Objectivity in approach Personal example and sense of decline

Summary develop a human resources philosophy for the entire

organization and get the top management committed to it

openly and consistently

keep inspiring the line managers to have a constant desire

to learn and develop

constantly plan and design new methods and systems of

developing and strengthening the HRD climate

be aware of the business/social/other goals of the

organization and direct all their HRD effort to achieve

these goals

Contd..

monitor effectively the implementation of various HRD

sub-systems/mechanisms;

work with unions and associations and inspire them;

conduct human process research, organisational health

surveys and renewal exercises periodically;

influence personnel policies by providing, necessary

inputs to the Personnel Department/Top Management.

Conclusion

A good climate is always necessary for the employees. After

all it is the human resource that is the most important

resource for the organization and its proper growth is very

important in the organization, for which a good climate is

very necessary and organization has to look forward to

develop a healthy climate for the development of the

people.

•  

“The greatest achievement of Human

spirit is to live up to one’s opportunities

& make the most of one’s resources”

-Marquis De