Module 2: Human Resource

Development
DR. VANITHA ESAIMANI
 Concept of HRD and it’s Functions
•HRD mainly involves training and development to enhance
commitment and competencies of human resources.
•Other aspects like Career development and Organisational
development are also important in HRD
•American Society for Training and Development (ASTD),
defines “HRD is the integrated use of training and
development , organizational development and Career
development,- to improve individual, group and
organizational effectiveness.”
•Organisations can progress only through the competencies of
their human resources
 Functions of HRD
1. Performance Appraisal – strengths and weaknesses, recognize
contributions and reward them, understand their difficulties.
2. Promotion of employees – Dedicated workforce show improved
performance.
3. Training and Development- acquire additional knowledge, develop positive
attitude, enhance skills, improve social behaviour
4. Career Development – takes place through assigning challenging tasks,
counselling promotion, training
5. Motivation- monetary and non- monetary
6. Employee Welfare – holidays with pay, medical insurance, canteen,
recreation
7. Quality of Work Life – technique for improving productivity through mgt
 Training – Concept &
Importance
1. Training is a short term learning process by which
employees
acquire the technical knowledge and skills necessary to
perform effectively their tasks and responsibilities
Wayne Cascio defines “Training consists of planned programs
undertaken to improve employee knowledge, skills, attitudes
and social behaviour so that the performance of the
organization improves considerably”
2. Development is a long term learning process by which
managerial personnel acquire conceptual and theoretical
knowledge and skills for enhancing general administrative
abilities.
 Importance of Training and
Development
1. Innovation – new plans, products and new schemes
2. Corporate Image - improves the minds of stake holders
3. Efficiency – ratio of returns to costs which will be higher
sales, profits and market share
4. Team Work- improve knowledge, skills as well as attitude
5. Optimum Use of Resources- physical, capital and
manpower
6. Motivation –monetary (salary, bonus) non- monetary
(working conditions, welfare)
7. Customer Satisfaction – overall performance of employees
increase
Process of Identifying Training &
Development Needs
• Training need arises when there is a gap between expected performance
and actual performance
1. Analyze Organizational Needs – skills may be acquired due to changes
in products, equipment, technology, economic, legal, customers
expectations, Internal envt
2. Analysis of strategies and Tasks – tasks must be listed to achieve the
goals
3. Analysis of Training Needs of Individual Employees – can be obtained
through performance reviews
4. Develop a Training Plan – should indicate number of training
programmes, objective, duration, place funds utilized
Continued--------

6. Communication with Employees – reason for conducting

training programmes
7. Implementation of Training Programmes – appointment
of trainers, arrangement of place , instruction to trainer and
trainees, arrangement of food, feedback of training
8. Review of Training Outcome – compare the performance
 Methods of Training
A. On- the- job- Methods
1. Job Rotation – Cashier in bank
2. Understudy – Subordinate is trained to perform the duties
and
responsibilities by the superior
1. Mentoring – He is a coach or guide
2. Coaching – superior acts a coach- sports player- active rol
3. Counselling - passive role
4. Apprenticeship Training – to master the knowledge –
mechanic
Continued-----
B. Of- the – job
1. Management games – trainees can learn by analyzing by
analysing
problems an by making trail-and-error decisions
1. Role Playing –in a drama actors play different roles
2. Vestibule training –for factory workers to train them in a
trg centre close to factory to handle machines in a simulated
envt
3. In- basket training – also called in-tray trg
4. Case study method – classroom learning analyses events
5. Sensitivity trg – also called laboratory or T-group trg
Evaluating Training Effectiveness -
Methods
Observation

Test retest

Pre-post

Test- control

Kirkpatrick's Four level

model
 Evaluating Training Effectiveness -
1.
Methods
Trg involves time, effort and money, so effectiveness pf the trg
programme
to the orgn and emoloyee must be found out
1. Measures of change can be classified into four categories
a. Reaction – response of the trainees towards the trg
b. learning – extent of learning new knlwledge and skills
c. Behaviour – behavioural changes in the trainees
d. Results – effects of the trg programme
Methods of evaluating trg efffectiveness:
1. Observation method: direct observation direct observation takes
place to find out the changes knowledge
2. Test-retest method: trainess are given a test before the start of the
trg programme & again test is conducted after completion of trg
Continued ----

3. Pre-post performance – actual job performance is first

appraised before
trg then comparison is made
4. Test- control method –
i. trainees are first divided into 2 groups control group who
work without any trg and test group who are given trg and
and guidance
ii. At the end performance is evaluated and find out whether
after tg is any difference in the group
5. Kirkpatrick’s Four Level Method- already discussed
Performance Appraisal (Concept)

•It is a Systematic description of an employee’s job relevant

strengths and Weakness

•It is a process of evaluating work performance of employees

•It is assessed quantitively & qualitatively

Benefits of Performance Appraisal
Training & Management-l
development abour relations

Human
Motivation resources Documentary
planning evidence

Promotion Transfers
Limitations of Performance appraisal
Spill over Personal
Halo Effect
effect Bias

Problem of
Problem of
Horn Effect appropriate
strictness
techniques

Latest
Central
behaviour
Tendency
effect

Problem of
Cost Factor
leniency
Methods Of Performance Appraisal
Traditional Modern

Check list Role analysis

Confidential report Assessment centres

Critical incident MBO

Ranking Bell Shaped curved

Graphic rating 360 degree

Narrative HRA
Importance of Performance Appraisal
Identification of
Assigning challenging
strengths and Succession Planning
projects
weakness

Identification of Motivation to
Healthy work culture
training needs employees

Retention of Advise on career

competent employees development
 Career Planning and development

•It is the systematic process by which a person selects

career goals and the means to achieve them
•It is a continuous process of developing ones career
within the same organisation or in another
•It involves training on new skills, moving to higher job
responsibilities and making career advances
•It is important to the employee as well as to the
organisation.
 Importance of CPD
Importance to the Importance to
employee organisation
Career selection Reduction in employee
turnover & grievances
Career upgradation
Improvement in Motivates employee
morale
Higher efficiency
Improvement in
performance
Corporate image
Job satisfaction
Satisfaction of
esteem need
Improves mental
health
 Succession Plan

• It is deciding in advance to fill up the key position

in the organisation
•It is a process of deciding well in advances about
the vacant position
•It is done in order to keep the successor well
prepared so as the perform well once the position is
achieved
Steps in Succession Plan

Grooming of
successors

Identification of
successor
Identification
of position
 WHY Succession Plan?

Attracts &
Motivation to Ensures filling
Grooming of retains
potential up of key
successor competent
successor positions
employees

Career Corporate Support

upgradation image stakeholders
 Mentoring

•Mentor Is a coach who guides and counsels

the mentee
•It is a process of guiding and coaching the
mentee for improving individual, group and
organisational effectiveness
WHY Mentoring ?
Aids in decision making

Better communication

Competency

Discipline

Efficiency/ productivity

Facilitates Teamwork

Good will

Career planning and development

 Counselling
•It is a discussion with an employee if a problem that usually
has emotional content in order to help the employee cope with
it better
•It helps to improve mental health and well-being
It is required when Benefits of counseling
•Career problem • Improvement is employee
•Performance issue productivity & performance
•Slipping deadlines • Positive work behaviour
• Enhances quality decision making
•Family problems
• Innovation & Creativity
•Lack of team spirit
• Improves Superior Subordinate
relationships
 Techniques of Counselling
1. Directive counseling Sub-techniques includes:
1. Managing resistance
2. Non Directive counseling
2. Active Listening
3. Participative counseling
4. Sub-Techniques 3. Relaxation Exercise
4. Improving Counselees
perception
5. Asking questions
6. Paraphrasing skills
7. Showing Interest and
attention
THANK YOU