HRD - Philisopy & Strategy - Unit 3

8/3/2019 HRD - Philisopy & Strategy - Unit 3

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HRD PHILOSOPHY &

STRATEGIES

UNIT 3

Lav Nigam


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HRD PHILOSOPHY

ASSUMPTIONS Employees are most important assets of the company.

Human beings can be developed to an unlimited extent.

Employees have a feeling of belongingness, if organizationtakes care of their basic & higher order needs.

Satisfied employee is a committed and motivated employee.

Employees commitment increases when they get anopportunity to discover & use their full potential.

Managers responsibility to ensure development & utilization

of capability of subordinates, to create a healthy & motivatingwork climate & set example for subordinates to follow.

Healthy & motivating climate is characterized by openness,enthusiasm, trust, mutuality & collaboration.

Senior managers should pay more attention to HRD function.


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HRD Philosophy

HRD regards people working in organization as:

Valuable resources invest time & effort in development

Human resources hence special characteristics- not totreat as material resources

Need to humanize organizational life

Focus not only on employee but on other human units &processes- employee part of the system which includes role,inter-organization relationship, teams, inter team &organization

There are six units / factors in Human Resources:

Individual employee: Self-management, competencebuilding, advancement

Role: Optimum Stress, Linkages, Autonomy

Dyad: Trust, Mutuality, Communication

Team: Cohesion, Resource Utilization

Inter-Team: Collaboration, Identity

Organization: Growth, Impact, Self-Renewal


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HRD MATRIX

Two axes of the matrix are:

1. Six units / factor targets:

Individual employee

Role

Dyad

Team

Inter-Team

Organization

2. HRD System & Activities:

Appraisal systems

Career Systems Training Systems

Work Systems

Cultural Systems

Self-renewal systems


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HRD MATRIX

1. Appraisal System:

Performance Appraisal

Potential Appraisal

Performance Coaching

2. Career Systems:

Introduction of career development plan for entry levelemployees

Career Planning for individual employees

Mentoring junior employees

3. Training System:

Identification of Training needs Preparation of training strategy

Development of training System, curriculum designing

Follow-up & evaluation

Post training Support


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HRD MATRIX

4. Work System: Not much attention paid to this aspect

Task analysis

Quality of Work Life

Productivity

Organizational Stress5. Cultural systems: Most neglected part of HRD

Development of org culture

Communication (top-down, bottom up, horizontal, external)

Reward System Rewards, Incentive system, Bonus forindividual & team

6. Self Renewal System: Org should be concerned with growth& health. Effective organizational development

Diagnose problems


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HRD POLICIES

Policies are general guidelines, helpful in decision making. Roomfor discretion. Sound policies essential for good HRDpractices. Provide base for management by principle ratherthan expediency, which results in ad hoc decisions.

Policies formulated to cover following:

Selection or Hiring

Training

Compensation

Arrangement For Work

Employee Services, and

Industrial Relations


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HRD POLICIES

Selection: Should provide clear guidelines on followingpoints:

Reservation of seats for SC / ST / BC

Employment of local people / displaced people / family

relations / people working in competing firms.

Preference to be given to handicapped persons

Promotions from within organization & outside organization

Length of service or experience

Role, if any, of union in recruitment & selection of workers

Preview of the job to applicant positive & negative aspectsof job.

Expenditure estimate on Selection includes ad, test, training& travelling expenses.


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HRD POLICIES

Training: To include

How training needs are to be decided?

How training curriculum should be designed?

How should follow up & evaluation be done?

How should post training support be given?

Compensation: To include

Relation of wages to market & industry rate

Relation of wages paid to different employees within an org

Recognition to be given to differences in indiv. performances

Arrangements For Work: To include

Hours of work

Number & duration of work pauses

Vacations

Working conditions


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HRD POLICIES

Employee Service: To include

Organizing cooperative societies, festival celebrations,recreation centers & sports & family budgeting

Industrial Relations: To include Extent of faith in collective bargaining

Right of workers to decide on union & union leaders

Policy on third party intervention (police) in industrial disputes

HRD Action Plan: To include

Action plan for each sub-system of HRD

Method of implementation of sub-system

Phases of implementation & sources on which to be funded


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HRD Strategy

Strategy decided by management and should have full supportduring implementation. Following phases of implementation:

1. Acceptance of HRD Philosophy & Policy:

Success of HRD system depends on acceptance by topmanagement of HRD philosophy & policy. Development ofindividual is interest of organization since:

Organization provides opportunities, climate & conditions fordevelopment of employees

Top management is willing to invest time & resource fordevelopment of employees

Employees are willing to utilize the opportunities provided forgrowth & development

2. Determination Of Major Objectives of HRD:

Determine major objectives of HRD. Objective should spellout results desired and specific time period.


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HRD Strategy

3. Factors Affecting HRD:HRD strategy affected by factors like organizational,

environmental, social & cultural. (caste, religion, festivals etc).Mainly organizational factors OCTAPAC.

O openness, employee feel free to discuss their views

C confrontation, bringing out problems to solve rather than hurt

T Trust, taking people at face value & believe what they say

A autonomy, giving responsibility & freedom to workindependently

P productivity, encouraging employees to take initiative & risk

A authenticity, tendency of people to do what they say

C collaboration, accept interdependencies & work as team

4. Assessing the Identification of HRD Needs:

Identify HRD needs to meet organizational objectives likeproblem solving, innovation, group, team building, individualdevelopment, regular training etc. Identify short term needsand long term needs.


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HRD Strategy

5. Human Resource Planning:

Prepare plan for development of employees based onorganizational forecasted growth, changes in variousfunctions. Major factors are:

Human Resource Inventory

Human resource Forecasting Execution of developmental plans

Prepare short term and long term plan

6. Developmental Programs:

Take a decision on the plans formulated above. Management todecide on mechanics of implementation. Plans should be

such that they work as an integrated system.7. Development Of HRD Climate:

Proper HRD climate or culture is essential for developing ofhuman resources. Management should assess the culturethru survey and identify factors affecting HRD programs.


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HRD Strategy

8. Build-up on Infrastructure Facility:

Management should decide on providing proper infrastructurefacility for smooth implementation of the programs. This

includes internal & external training personnel, proper trainingcenter etc. This should be supported by proper HRD budget.

9. Emphasis On Long Term Results:

Management should have a clear understanding of the expectedresults & should have a long term strategy linked withcorporate goals. Should have conviction & commitment rather

than expectations. Mid term changes should be made, ifrequired. HRD should keep a close watch on this.


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HRD Strategy

10. Evaluation & Corrective Action:

Management should have an internal monitoring mechanism ofdevelopmental program & evaluate periodically resultsachieved & find out if there is any deviation. Review shouldbe at least once a year by experts thru meetings, workshops

etc & made at all levels: Appreciation or endorsement levels employee liked

program & contents

Learning Level what did they learn during the program

Productivity or result level have the desired results beenachieved

11. Development of HRD as a profession:Most organization still working by gaining experience in HRD in

areas like performance appraisal, potential appraisal,counseling, team building, job rotation etc. Instead ofindividual organizations rediscovering the wheel, it would bebetter to share experiences and learn from each other,

maybe make a depository of good practices.


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HRD ORGANIZATION

Management accepts important role of HRD department andgives it a high priority. HRD should be a separate departmentheaded by HR Manager, who acts as counselor to CEO &designer, implementer & monitor of various HR programs &plans.

The functions & responsibility of HR manager are:

1. Develop HRD philosophy & get top management commitment

2. Develop clear & specific HRD strategy in line withorganizational strategy.

3. Designing HRD programs, introducing them & monitoringimplementation.

4. Arranging infrastructure facility and budget for HRD system.

5. Providing continuing professional growth of HRD staff.6. Designing & using HR information system for HRD decisions.

7. Management of HRD programs such as training, potential &performance appraisal, promotion, reward, development ofwork culture etc.

8. Review of development climate, program & facilities.


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HRD ORGANIZATION

Attributes Of HRD Manager:1. Faith in capacity of people to change & develop at any stage of life.

2. Constant desire to learn, develop himself.

3. Have high extension motivation help others, sacrifice personal goals

for group goals.

4. Good communication skills to sell ideas in organization

5. Good listener6. Proactive take initiative in introducing new ideas.

7. Enough patience to wait till actions bear fruit.

8. Free from bias shed perceptions about others formed on basis of any

incident.

9. Leadership qualities lead by personal example

10. Respect for & knowledge of other functions of organization to be able

to work with other as team. Have good relation with every department

including management.

11. Have knowledge & understanding of individual & group behavior.

12. Professional knowledge of various HRD sub-systems how designed,

introduced & implemented.


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HRD ORGANIZATION

Dos & Donts Of HRD Manager:

1. Never lose SIGHT of mission to create proper HRD climate(culture). Not to get lost in routine matters like recruitment,promotion etc.

2. Should be always ready to INTERACT with employees & linemanagers, knowing their problems, inviting suggestions &

building rapport with them. Not to be satisfied with introducingsub-systems & then feel job is over.

3. Should keep away from SYCOPHANTS. People come closesince he is close to CEO. Do not give correct feedback.

4. Should not OVERINDULGE in introducing HRD sub-systemsat the cost of HRD spirit.

5. HRD manager, if from outside, must work for earlyWITHDRAWL.


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HRD ORGANIZATION

Barriers Of HRD Programs:

1. Myopic & habitual conceptions of organizational goal.

2. Lack of proper attitude of top management towardsHRD.

3. Lack of adequate resources for implementation of

HRD programs.4. Inevitable irregularity of demand & opportunity of

human resources.

5. Fear of unrealistic expectations of workers, employeesand managers from HRD schemes.

6. Lack of proper response from employees.7. Over-ego and over self-assessment by the

employees.


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HRD IN INDIAN INDUSTRY HRD concept recognized in 1970s. Many org introduced

HRD, some re-naming personnel department as HRD.

Faith & Commitment of management towards HRDresponsible for introduction of HRD in organization

Even after 25 years, efforts are focused on executive

development. Government sector and service sector regard

HRD synonymous as Training. Most of HRD activities (appraisal, counseling etc) were for

supervisory and managerial employees. Training was for alllevels

Important Indian companies introducing HRD include:

Public sector SBI, Bank Of Baroda, RBI, BHEL, Indian Oil,

SAIL, ITI Private L&T, Voltas, Crompton & Greaves, TELCO, Birla

group

Gradually more & more companies introducing HRD. Smallorganizations not implementing HRD


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HRD IN INDIAN INDUSTRY

Need Of HRD In Indian Industry:Liberalization of Indian economy changes in corporate sectorpressure on companies to produce / provide quality products /

services. Increased competition resulted in companies looking for cost-

effectiveness / up gradation of work methods, work norms, up

gradation of technical / managerial skills. HRD to play an important

role in:

Restructuring Of Organization Hierarchy levels reduced to makeorganization structure more flat and increase span of control.

Organization now short & wide. Focus of Department of organization

structure moved from function (development, production, marketing,

etc) to product or service.

Emphasis on core competency With end of license raj, companies

do not have to obtain license in advance. Shift in developing core

competency through mergers & demerger.

Technological Changes: Introduction of computerisation and other

technological changes has resulted in redundancy in employees. Need

to re-train to deploy else where. Non-critical functions outsourced so

company can concentrate on critical function.


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HRD IN INDIAN INDUSTRY Workforce empowerment Many companies are now vesting

employees with greater authority by conferring big titles and increasingaccountability (benevolent autocrat). Work from Home. Flexible work

hours etc. This poses a big challenge for HRD manager.

More Attention for Special Category Workers Women, SC, ST,

Handicapped, Minority etc given special attention. Benefits like special

breaks, flexi timings, work from home, balancing job demands with

family etc.

Compensation linked to shareholder value new conceptintroduced in US & now being followed in India. ESOP (Employee

stock option plan) is prevalent in many companies in India.

Compensation also linked to company profits (bonus).

Greater employee commitment Research carried out by Walker

Information & CSM Worldwide ranks India 3rd in employee focus. But

9th in employee commitment. HRD intervention required to incraese

commitment. More Research On HRD Continuous research needed to discover

New HRD methods & interventions required to increase employee

focus & commitment. HRD oriented organizations should pool their

experiences.


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THANK YOU

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HRD - Philisopy & Strategy - Unit 3

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