the slides speak about the various techniques using in human resource development programmes in an organization such as performance appraisal, potential appraisal, career planning, rewards, feedback, training, grievance mechanism, etc.

1. Human Resource
Development
Techniques, Process & Outcomes

2. Techniques of HRD
• Performance Appraisal
• Potential Appraisal and
Development
• Feedback and
Performance Coaching
• Career Planning
• Training
• Organization
Development
• Rewards
• Grievance Mechanism
• Workers’ Participation
in Management
• Social and Cultural
Programmes

3. Performance Appraisal
• It helps employees in self appraisal and they can
review their performance in relation to the
objectives and other behaviors.
• It must be checked by superiors and send
summary information for central storage and use.

4. • Understand the difficulties of their subordinates
and try to remove these difficulties &
encouraging them to accept more responsibilities
& challenges.
• Understand the strength and weaknesses of their
subordinates and help the subordinates to realise
these.
• Help the subordinates to become aware of their
positive contributions.

5. Potential Appraisal and Development
• A dynamic and growing organization needs to
continually review its structure and systems,
creating new roles and assigning new
responsibilities.
• Capabilities to perform new roles and
responsibilities must continually be developed
among employees.

6. Feedback and Performance Coaching
• Supervisors in HRD system have the responsibility
for ongoing observation and feedback to
subordinates about their strengths and their
weaknesses, as well as for guidance in improving
performance capabilities.

7. Career Planning
• In the HRD system, corporate growth plans should not be
kept secret.
• Long-range plans for the organization are made known to
the employees.
• Most people want to know the possibilities for their own
growth and career opportunities.
• Because managers and supervisors have information about
the growth plans of the company, it is their responsibility
to transmit information to their subordinates and to assist
them in planning their careers within the organization.

8. • Having assessed training needs of different groups
of employees, it must be developed in the
organization strategy including pre-training and
post-training activities.
• Training Packages and Modules should be
prepared, with the help of own and outside
resources, organize specific programmes as well
as general development programmes.
• After that evaluation work is to be done.
Training

9. • Monetary rewards, Non-monetary rewards.
• Monetary Rewards: Attractive monetary awards
motivate the employees to their performance
further.
• This results in self-commitment of the employees
to learn further, acquire latest skills and
knowledge and to develop their human resources.
Rewards

10. • Non-Monetary Rewards: Non-Monetary Rewards
play an important role in the organization such as
free lunches and dinners, office environment, job
rotation, free transportation, employee
assistance (health, education),etc.

11. Workers’ Participation in Management
• Workers’ Participation in Management enables
both the management’s and workers’
representatives to share and exchange their ideas
and view points in the process of joint decision-
making.
• This collaborative decision-making process
creates a platform for mutual learning and
development.
• Thus, HRDmanagers should encourage the
workers’ to participate in management

12. THANK YOU…