1. Strategies of
Learning and OD
(HR Development)

2. HRM/ HRD
• HRM deals with the day to day operations of the
human resources department.
bus. law, compensation, employee relations, benefits,
and medical etc.
• HRD : Human Resource Development deals with the
training and the developmental aspect of employees.
Most HRD curriculum include classes like T & D,
organizational dev., industrial psy.

3. HRM/ HRD
• HRD is more proactive; it copes with the changing needs of the
people as well as anticipate these needs and HRD is function more
independent with separate roles to play.
• HRD is sub-system of a large system, more organizational oriented
and HRD is function more independent with separate roles to play.
• HRD is continuous process and HRM is a routine and administrative
function.
• •HRD is involvement of the entire work force from top to bottom is
more and a must in most of the cases and HRM is basically the
responsibilities of the HR department.

4. Workscope
• HRD =
Developmental
• HR =
Operational
Job Scope

5. HRD Nine Strategies
Focus on Performance
Solution
Align to Corporate
Objectives
Broadening
Learning Activities
Building Employee
Branding
Invest in Strategic
Learning
Leverage on our
intellectual capital
Partnership with Different
Business Unit
Cultivate Values and
Positive Culture
Speed up
knowledge transfer

6. •Organization Development
Specialist – Succession Plannin
•Performance Consultant
•Facilitator
•Frontline Employee
Developers
•Knowledge Management
•Nano Learning
•Learning Specialist
•Organization change
thru Lean Manufacturing

7. Consequences of Attachment
• HRM - HR Functions - constraints
• COO – Operational Strategies
• CEO – Business Strategies

8. Workscope
• HRD =
Developmental
• HR =
Operational
Job Scope

9. HRD
Department
Structure
HRD
Training
Administration
Human Capital
Frontline
Employee
Technical Skills
Development
OD
Lean

10. Strategies
1. Corporate Strategies – Formula 4 + 2
2. Improving operation execution
2. Business Acumen
3. Org Talent and leadership behaviours
4. Employee Engagement

11. 1 The Evergreen
Project 4+2

12. The Evergreen Project
• A careful examination of more
than 200 well-established
management practices within 160
companies over a 10-year period
(1986-1996).
• The authors point out that
companies which consistently
follow this formula of 4 + 2 have a
90% chance of sustaining superior
business performance.

13. Results (10 Years)
• Total Return to Shareholders
943% (Winners) vs 62% (losers)
• Sales
413% (Winners) vs 83% (losers)
• Operating Income
326% (Winners) vs 22% (losers)
• Return on Invested Capital (%)
+5.45% (Winners) vs -8.52% (losers)

14. Major 4 Factors
1. Strategy: devise and maintain a clearly stated,
focused strategy.
2. Execution: develop and maintain flawless
operational execution.
3. Culture: develop and maintain a performance-
oriented culture.
4. Structure: build and maintain a fast, flexible, flat
organization.

15. Minors - 4 Factors
Master two of the four secondary management
practices:
(i) Talent: hold on to talented employees and find
more.
(ii) Innovation: make industry-transforming
innovations.
(iii) Leadership: find leaders who are committed to
the business and its people.
(iv) Mergers and acquisitions: seek growth through
mergers and partnerships

16. 2 Improving
Operational
Execution

17. A Supply Chain
Current
Consult
Chew

18. B Six Sigma
Quality
sharon
Action L

19. C Lean
Vsm
One Tool
Lean M
QPP

20. D Benchmarking

21. 3 Business
Acumen

22. • Business acumen is
an understanding of
what it takes for a
company to make
money.
• financial literacy
• business strategies
• Marketing
• Operation
• supply Chain etc

25. Cutomize
Ex-CEO
One L

26. 4 OrgTalent

27. Analyze Organizational Talent Needs

28. slt

29. Building Leadership Behaviors

30. 5 Employee
Engagement

31. 29%
62%
19%

33. WIFI model:
Well-being
Information
Fairness
Involvement
Engagement Culture

41. Strength based Leadership
Coaching and Mentoring employees
Caring & Appreciation
Create No Fear environment
Leadership Philosophy

42. Moving Forward

43. …Thank You