HRD in INDIA Chapter EXCEL BOOKS 12-1 12

ANNOTATED OUTLINE 12-2 The concept of career A career comprises of a series of work related activities, that offer continuity, order and meaning to a person’s life. The underlying idea behind a career is that a person can shape his destiny through a number of well planned and well timed, positive steps. The success of one’s career, therefore, depends on the individual more than anything else. HRD in India

12-3 The concept of HRD HRD in India

12-6 HRD in India Benefits of HRD 1. HRD improves the capabilities of people. They become innovative and enterprising – ever eager to take risk and get ahead. It improves the all round growth of an employee. Feedback and guidance from superiors help employees grow continually and show superior performance. 2. HRD improves team work. Employees become more open and trust each other. The organisational climate, too, improves a lot. 3. HRD leads to greater organisational effectiveness. Appropriate employee- centred policies help the organisation achieve its goals more efficiently. 4. Performance related rewords help employees realise the importance of utilising their skills fully in the service of organisational goals. The organisation’s overall health and self-renewing capabilities, too, improve quite significantly.

12-7 Evolution of The Concept Of HRD The early part of the century saw a concern for improved efficiency through careful design of work. Improving employee productivity and efficiency was the next big thing to hit the business world. Recent years have witnessed an increasing tilt towards improving the quality of working life, product and service quality, and speedy and efficient delivery of work. HRD in India

12-8 HRD in India Evolution of the personnel function Concept What’s it all about? The Commodity 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 Factor of Production Concept Labour is like any other factor of production, viz, money, materials, land etc. Workers are like machine tools. The Goodwill Concept Welfare measures like safety, first aid, lunch room, rest room will have a positive impact on workers’ productivity. The Paternalistic Concept/ Paternalism Management must assume a fatherly and protective attitude towards employers. Paternalism does not mean merely providing benefits but it means satisfying 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. As Mayo and others 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 assets of an organisation. There should be a conscious effort to realise organisational goals by satisfying needs and aspirations of employees. The Emerging Concept: HRD Employees should be accepted as partners in the progress of a company. They should have a feeling that the organisation is their own. To this end, managers must offer better quality of working life and provide opportunities to people to exploit their potential fully. There should be opportunities for self-fulfilment in one's work. The focus should be on Human Resource Development.

12-9 HRD at Micro and Macro Level At the macro level, HRD is concerned with the development of people for the nation’s well being HRD at the micro level deals with an organisation’s human resource planning, selection, training, performance appraisal, compensation issues. HRD in India

12-10 HRD vs Personnel Function The differences between the personnel function and HRD may be listed thus Personnel function vs. HRD HRD in India

12-11 The HRD matrix shows the interrelationships between HRD instruments, processes, outcomes and organisational effectiveness . HRD Matrix HRD in India

12-14 HRD in India The Contribution of HRD Subsystems to HRD Goals Each subsystem, listed above, is interlinked to other subsystems and offer rich benefits to an organisation when they are properly integrated.

12-15 The contribution of HRD subsystems to development dimension HRD in India Development Dimensions HRD Subsystems 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 regard to likely future roles Potential appraisal and development Training Performance appraisal Feedback and performance coaching Dyadic relationships Feedback and performance coaching Performance appraisal Training Teams & Teamwork Organisation development Training Team rewards Collaboration among different units/teams Organisation development Training Self-renewing capability and health of organisation Performance appraisal Organisation development Training

12-18 HRD in India The new people management