AIM COLLEGE-HISAR

Human Resource Development: Strategies and Systems (OBH-414)

Contact: 92533-50008, 94164-43238

Ques: Define HRD. Explain the concept and framework of HRD. Ans:- HRD is a continuous process. HRD is concerned with the development of Human Resource in an organisation. HRD improvement in talent, knowledge, skill, values etc. Acc to Ishwar Dayal:(a) Ways to better adjust the individual to his job and the environment. (b) The greatest concern for enhancing the capabilities of the environment. Concepts of HRD:- this is divided into 3 parts:(a) Investment:- in human resource to enhance productive capabilities. (b) Utilization:- of those human resource to produce increased output. (c) Participation:- of the human beings who have improved resources (better education, skill etc.) in the consumption of that increased output through a better quality of life Theoretical framework of HRD/ Model of HRD:Acc to two consultants parts framework divided into parts:- Parkeek Rao (1975) Performance Approval feedback etc. - Parkeek Rao (1977) HRD personnel Administration etc. (a) Performance Appraisal:- is the process of determining how well a worker is performing his job. (b) Potential appraisal:- provides necessary data which helps in preparing career plans for individuals. (c) Feedback Counseling:- Feedback of performance data can be used to monitor and individual development and for identifying training needs counseling serves several purposes any organisation. It helps in strengthening the superior and subordinate relationship and improvement in communications, strength, and weakness. (d) Training:- is the act of increasing the knowledge and skill of an employee for doing a particular. (e) Recruitment:- It is the process of attracting the potential employees to the company. (f) Selection:- is the process in which candidates for employment are divide into 2 classes:- Those who to be offered, those who are not. (g) Placement:- is the process assessing the selected with the most suitable job. Other Framework of HR:1.The storage HR Framework approach:- Thus framework by Ubrich & Lake 1990 aim to leverage and HR process to build critical organisation capabilities that enable an organization to achieve its goals. 2.The Instigative framework:- formulated by 1977 Yeung identifies 3 paths:- by building organisational capabilities. - By improving employee satisfaction. - By shaping costumer & share holders satisfaction. 3.HR appraisal approach/ Human Capital Approval approach:- formulated by 1998 by Aurther. There are 5 areas of human capital Management recruitment:- recruitment & retirement - Reward & performance structure - Career development - Succession planning & training. Its acknowledge is 5X5 matrix. 4. HRD Score & Approach:- formulated by Rao (1999). Under this card include HRD. Systems, culture & climate; HRD Culture (openness, collaboration, trust), Autonomy, Proaction, Authority, Confrontation & Experimentation. 5. PCMM Approach:- formulating by 1995 Curties. The people capability maturity aim at providing guidance on how to improve the ability of software organizations, to attract, develop, motivate etc. Conclusion:- HRD framework is a root of Human Resource people improvement in Individual and organisational goals. Ques:- Give a practical example for the challenges faced by any Indian Organisation? What efforts are being put forward to face there challenges? Ans:- The future looks even more existing and threatening, organizations are grazing up for the difficult times ahead by tapping all the resources on hand. Organizations realize that their people or employees would be one of the prime resource for establishing a competitive edge in the future. Organizations require workable strategies to align. The individual, talents/strengths of their towards business goals.
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AIM COLLEGE-HISAR

Human Resource Development: Strategies and Systems (OBH-414)

Contact: 92533-50008, 94164-43238

The future most definitely is going to be full of challenges and business are going to be guided by continuous change on an certain un clear path. Some Important features are:1. Rapid Changes in Technology:- The world is facing a rapid change in technology and so out the organization. The biggest & for most challenges which come before HRD is to make its workers/ employees. Equipped with the changing technologies. 2. Transitional supplies & customers:- have now to be given a new face, as they need to play a transformation and role in changing scenario. 3. Fierce Competition:- To stand in the market and face the competition successfully has become one of the important challenging HRD. 4. Innovation for survival:- The highest challenges, which comes before HRD professionals, is to provide development opportunities, updation of skills to the present employees. 5. Mergers, turnover & Acquisition:- The term turnover & acquisition are used synonymously here. Under merges combination of two firms. 6. World class Quality:- In todays market customer is the king demand of customer. Response to market. Under business environment also poses some challenges to the HR professional are: (i) Countering erosion of trust. (ii) Re-humanizing (iii) Managing the contingent work-force (iv) Double income families (v) Faster, non-fusion response (vi) Individual attention (vii) Back to basis. Environment Scanning:Todays Organisation Future organisation Optimum organisation ----------------Minimost organisation Departments ---------------------------- work Group Less designations ---------------------------- No designation Cases driven employee--------------------------- knowledge driven professional Increased competition, technological development, and shorter product life cycles all suggest that organisations must be able to respond use quickly to changes in the future thus they have in the past. Market/ product strategies. Market Strategies

Globalisation Organisation of the Future

Technology

Impact on Structure Manpower -Learner structure -Work Group -Expansion Joint decision making

Impact on climate -synergy -Team work -stress ion continuous innovation - Cross cultural -Quick, vertical horizontal & diagonal communication.

Impact -High in knowledge -High on command -high on need to upgrade ones skills

on

Ques 3:- Write a short note on HRD Goals. Ans:- HRD Goals:- Human Resource development goals increasing knowledge, abilities and skills. The organisations must follow those type of strategies which help in accomplishing organisational goals with an addition to develop the HR.
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AIM COLLEGE-HISAR

Human Resource Development: Strategies and Systems (OBH-414)

Contact: 92533-50008, 94164-43238

Strategy:- It is essential to consider the differing characteristics of people when setting a plan for an organisation to follow. Assessment:- part of development includes realizing th4e skills & abilities that employees already have. Even the most well trained employees will perform poorly if they are not assessed properly. Investment:- Increase in return on investment. Technology:- The responsibilities for managing new technological have fallen on the HR manager. Ques 4. What contributes to HRD climate Ans:- The following factors may be considers as contributing to HRD climate:1. Top management style and philosophy:- A developmental style, a belief in the capability of people, a participative approach, openness and receptivity to suggestion from. The subordinates are same of the dimensions that contribute to the creation of a positive HRD Climate. 2. Personal Policies:- Thats how high concern for employees that expansive equity & objectivity in appraisal, policies that emphasis sufficient resource allocation for welfare & developmental activities, policies emphasis a collaborative attitude & trust. 3. HRD Instruments & Systems/;- HRD Instruments-performance appraisal, Training & development, recruitment & selection, quality life-cycle etc. 4. Self-Renewal mechanism:- Organisation that have built on self renewal mechanisms are likely to generate a positive HRD Climate. 5. Attitude of personal & HRD Staff:- A helpful and supportive attitude on the part of HRD & Personnel people plays a very critical role in generating the HR dclimat. 6. Commitment of Line Managers:- Line managers functions is to act. Ques 5:- Define HRD climate & Organisation climate. Discuss the various components of HRD Climate. Ans:- HRD climate is an integral part of general organisational climate. Organisational climate is the summary perception, which people have about the organization. It is the general expression of what an organization. It is the manifestation of the attitudes of the organizational members toward. The organization itself . Discuss the various components of HRD climate. It is also known as HRD process and elements above discuss points divide into 3 parts. (i) General Climate (ii) OCTAPACE culture (iii) HRD mechanism. (i) General Climate:- A general supportive climate is important for HRD if it has to be implemented effectively. Supportive climate consists of all level of management Top. Middle, Low etc. (ii) OCTAPACE:(a) Openness:- freedom to express idea in organisation. (b) Confrontation:- refers to conflict dispute estrangement to evolve effective and efficient suggestions & solut5ions to a given problem. (c) Trust:- means belief confidence faith. (d) Autonomy:- The word autonomy refers to freedom, independence. (e) Authencity:- refers to legitimate rules and regulations. (f) Collaboration:- refers to cooperation, teamwork etc. (g) Experiments:- refers to new creating & innovation etc. (iii) HRD Mechanism:- include performance appraisal, potential appraisal, career planning, performance rewards, feedback & counseling, training, employee welfare for quality work life etc. Ques 6:- What do you mean by HR competencies ? Ans:- The competencies HR staff should possess if they want to function as strategic business partners as defined by Marton(1999) are:1. Knowledge of the business: - Strategic capability - Financial capability - Technological capability 2. Knowledge of HR practices:- staffing - development - appraisal - rewards - organization design - communication
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AIM COLLEGE-HISAR

Human Resource Development: Strategies and Systems (OBH-414)

Contact: 92533-50008, 94164-43238

3. Management of Change:- Knowledge of change process-skills as change agents ability to deliver change Ques 7:- Define HR Staff. Explain staffing HR function. Ans:- HR staff might have a dozen initiatives in its sights such as pay for performance, global teamwork and action learning development experience. But to be truly tied to business outcomes, HR needs to join forces with operating managers to systematically assess the impact & importance of each one of these initiative, Staffing HR functions are:Quality HR functions are:1. Quality Improvement:- depends on high-quality personnel at all levels. 2. Retention:- staff retention is important to support growth. 3. Maintain Balance:- The balance of motivation & cost reduction requires a clearly throw put reward strategy that has maximum impact without sending costs out of control. 4. Technology:- Net HR technology can be used to capture process efficiencies & costs. 5. HR specialists:- will become subjects experts in a team of internal consultants rather than members of the old-style hierarchy. Ques 8:- How HR as a strategic partner is distinguished from HR as business partner? Ans:- As a strategic partner the HR specialist performing the follows functions: 1. Shared mind-set:- To what extent does our company have the right culture to achieve our goals. 2. Competence:- To what extent does our company have the required knowledge, skills & abilities. 3. Consequence:- To what extent does our company have the appropriate, MEASURES, REWARDS, SECURITIES. 4. Governance:- To what extent does our co. have the right organization, structure, connection system? 5. Capacity for change:- To what extent does our company have the ability to improve work process, to change & to learn? 6. Leadership:- To what extent does our company have the leadership to achieve its goals. Ques 9:- Discuss the framework of strategic HRD system. Ans:- Strategic Human Resource Development is the pattern of Planned HR deployment & activities intended to enable in organization to achieve its goals. Strategic HRD system consists of two integratic sets:I Strategic HRD Practices:- divided into 2 parts:(a) Compensation:- Compensation levels determine employees life-style, status, self-worth & attitudes towards the organization. The main objective of compensation system include:- cost efficiency - Legal Comp0liance - Attraction & retention of employees - Motivating employee performance II. Working condition & family welfare:- Accessing to Mennapa & Saiyadim (1983), there are two factors responsible for the performance of the job. HR as a Business partner:The 4 important rules of HR as a Business partner defined by Morton (1999) are:(i)Strategic Partner:- The management of strategic HR aligning HR & business strategy. (ii)Change Agent:- The management of transformation & change creating. (iii)Administrative Report:- The management of firm infrastructure, re-engineering, organizational process. (iv)Employee Champion:- Management of employee contribution, increasing employee commitment& capability. The key important function of strategies, business partner role, Innovator, Change Manager role. 1. Appropriate Welfare Provisions 2. Physical environment of work. Under family welfare it helps to improve mental & physical health of workers and also improvement in contribute to the maintenance of industry of peace. III. HRD Development:- HRD main function to improvement in individual foals & organisational goals.
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AIM COLLEGE-HISAR

Human Resource Development: Strategies and Systems (OBH-414)

Contact: 92533-50008, 94164-43238

HRD initiatives:1. Training :- is the act of improving the knowledge & skills of an employee for doing a particular job. 2. Performance Appraisal:- is the corner stone of an effective HR system under performance appraisal find exact position of every employee or employer quality & worth. 3. Job enrichment:- include important job contents & routine job. under this include: - formation of natural work unit. - Establishment of workers-client relationship. - Combination of task. - Vertical loading - Opening of feedback channels 4. Career Planning:- help in employee or employer goals. Under career three main pathTraditional, career, Network approach. 5. Communication:- is two-way process. Communi8cation is correct mutual understanding between 2 persons or more. 6. Involvement & Empowerment:- The main stress is to increase employee commitment to their work or to their organisation in order to facilitate workforce suitably. II. Strategic HRD Facilitators:- is concern of Top management, trade union, front line of officers etc. (i)Concern of Top Management:- Top management maintain a involvement of workers & management to achieve common goal or increase in teamwork, regards, performance, relationship etv. ii) Trade Unions:- Trade union is a maintain a relationship between workers & workers employee and employer & employers employment. (iii)Front Line Officers:- play a best role to provide ideas & cooperation. Conclusion:- Above discuss best model of HRD system Ques 10:- How to write case study of HRD? Ans:- Under case study attempts following points:1. Introduction of Case studies of Company. 2. Responses:- Under responses there are 3 parts:(i)Portfolio related strategic responses: - According to case studies of required merger, acquisition, Share boy back etc. (ii)Process related strategic response:-Quality strategies, just in time Inventory, bench marking, R&D, Mission, Vision, Objectives. (iii)Structure related strategic response:- strategic business unit, Matrix structure, Flat organization structure. 3. HRD Systems:- family welfare, working conditions, compensation. 4. HRD functions:- Trang, Performance appraisal communication, labour status, working cycle etc. 5. Recommendation/ Suggestion 6. Limitation 7. Conclusion Ques 11:- Effective climate leads to effective working. Explain the role of HRD in todays organisation. Ans:- A good HRD climate can help in maintaining & building a better HRD structure, which involves an equal distribution of responsibilities & authorities among the HR personnel. Effective working is a process by which the workers are helped in a continuous & planned way to:(a) develop occupational capabilities. (b) Develop intellectual, psychological, social & cultural aspects. (c) Develop higher level of achievement, maintain and self-management skills. (d) Develop confidence, initiative & entrepreneurship. GOALS of HRD for workers are following:(a) Men at the center of development. (b) Delegation of man so that he becomes the object of development. (c) Development of collective personality of workers. (d) Participation (e) Self-reliance: as the expression of workers owns faith in their ability.
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AIM COLLEGE-HISAR

Human Resource Development: Strategies and Systems (OBH-414)

Contact: 92533-50008, 94164-43238

HRD for workers should increase the power of those who have traditionally been deprived of such power. This power of creating confidence. The Role of HRD in todays Organisation:HRD manager spend so much time developing their employees careers that they overlook their own. They too head to understand that they are responsible for themselves. They cannot get too focused on budgeting & time constraints, otherwise they will be overwhelmed & not able to tend to their own career development needs. These managers need to make strategic decision for themselves as well as for their organization. They should view themselves as part of the teams, not just the functions that supports the team. The HR generalist role is becoming obsolete and HR prof3essionals are now expected to provide support, service, consulting & leadership.

Ques 12. : - Define HRD mechanism for workers. Ans:- HRD mechanism for workers should increase the power of those who have traditionally been deprived such power. This power is the context of creating confidence in workers to influence the course of action. HRD instruments for workers explain in following ways:A. Assets: - Human is a major asset of the organisation under assets divide categories:(i)Women & Minorities: - Companies waiting to have a competitive edge in the work force area also want to establish development programs for women & minorities. The number of women and minorities in the work force is increasing rapidly and they will continue be promoted into top positions. Mentoring can lead to development, growth & learning. Women & minorities will network in the business used through leadership programs. (ii)Older workers: - can enhance communication in an organisation. This is because they act as mentors or responsible examples. To attract this kind of worker, managers need to make jobs, benefits and development opportunities better than the option of retirement. (iii)Youth: - Employers need to identify necessary work skills & to hire and train young people. (iv) Contingent workers:- It is important to remember budget limitations. Training the contingent worker is often necessary so that they are able to improve their performance & to produce the best results. (v) HR managers:- spend do much time developing their employees careers that they overlook their own. They too need to understand that they are responsible for themselves. (B).How to make HR as assets? In order to provide meaningful development opportunities the material must be appropriate & substation. According to Nord Hanf lists Six competence categories:1. Meta Competence = related to conceptual skills 2. General Industry Competence = related to technology, culture. 3. Intra Organizational Competences = focus on internal networking capabilities & knowledge of firm-specific information & culture. 4. Standard technical competences = include knowledge about process, tools etc. 5. Technical trade competence = related to knowledge & skill permitted to one industry or public sectors. 6. Idiosyncratic technical competence= On the narrow range of knowledge & skills that generate congruence & do not facilitate change within the organization. (C) Most important mechanism for workers:(i)Training:- consists of planned programs designed to improve performance at the individual, group & organisational levels. (ii)Counseling:- is an important mechanism to provide timely guidance to workers & help them learn from their own mistakes. (iii) Participation:- workers participation in management is very potent mechanism for all round growth of workers and also all round growth of companies. (iv) Employee Welfare:- are very much to the overall development of workers both physical & physiological.
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AIM COLLEGE-HISAR

Human Resource Development: Strategies and Systems (OBH-414)

Contact: 92533-50008, 94164-43238

(v) Quality of Work-Life:- For over all development of workers, only good wages and service conditions are not adequate. But also provide best environment. (vi) Quality Circle:- is a small group activity where in a smaller group of employees on voluntary basis meet periodically to discuss work related problems. (vii) Grievance Mechanism:- Grievance of workers & many a times, individuals are not encouraged to put fast. Their grievances and the only mechanism to deal with workers grievance is through trade unions. (D) Questionnaires:- is a very usefu7l instrument to gather information about the effectiveness of training. The questionnaires should be designed primarily to assess the level of skill or knowledge which the trainee has retained during the period following the training-after 3, 6 or 12 months, which ever the period the trainer deems to be appropriate, trainees should be encouraged to answer honestly and openly without references to notes. (E) Training Appraisals:- It is very effective method provide effective feedback. Training appraisals method is based on every people quality, worth or merit. (F) Training for Promotion:- A manager has to perform newer rules after being promoted to a higher position. During promotion improved in responsibilities, money & position. This method is identified who is actually responsible for promotion procedures within an organisation. (G) Assessment/ Development Centers:- Many companies now run centers designed to assess employees potential, also called assessment centers. The practice to provide people with opportunity to assess their own development needs along with skilled assess development centers is also becoming popular. (H) Repertory grids:- Grid analysis helps trainers performance on 2 dimensions simultaneously. The trainer is concerned over assessing performance both in relation to the skill level and the motivational level. (I) Surveys:- Many companies conducted a lot of market research into customer attitudes. Even surveys into employee attitudes and communications audit are a common management experience. (J) Trainer Interviews:- Interviewing the former trainees provides useful insights into their experiences with training. Interviews structure is most effective, with each interview being asked the same set of questions. (K) Trainer observed behaviour:- The trainer can observe how behaviour has changed as a result of learning and feedback and can reinforce this with additional feedback to the trainee after a particular exercise or experience. (L) Participant Observation:- Observation is a good method of any evaluation Programme. As with trainer observation trainees, learn a great deal from this colleagues who can observe and give opinions particularly about the behaviour identified with the training. (M) Records of performance:- Records of performance related to every person appraisal systems and effective personal reports. (N) Action Plan follow-up:- It is a common practice that after most training experience, trainees usually asks the participants to complete on action plan. Conclusion:- Evaluation of Training techniques is very important. Ques 13:- Discuss the concept of training cycle.(OBH-412) Ans:- Training is an investment whose results are not evident immediately. Evaluation may appear to be the final phase of the training cycle, but due consideration should be given to it is each stage. Identifying Training Needs

Evaluating Training

Setting objectives

Evaluation

Implementing Training

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AIM COLLEGE-HISAR

Human Resource Development: Strategies and Systems (OBH-414)

Contact: 92533-50008, 94164-43238

Choosing training methods/ media 1. Identifying Training needs and setting training objectives:- The starting point for any attempt to evaluate the effectiveness of training has to be relationship between training and the strategic objectives of the company. Setting clear and measurable objectives is a pre-condition to effective training evaluation. The training must address to- the skills it proposes to teach. - How and why these are needed. - The method of training. 2. Training Method & Media:- Before Training select best method and media. What kind of method and media is Important. 3. Implementaing Training:- The choice of media and the methods of implementation have a lot of impact on training evaluation. Each of these must be evaluated as part of the training cycle and should form part of the final evaluation of the whole process. 4. Training effectiveness:- is the degree to which trainees are able to learn and apply the knowledge and skills acquired during the Programme. The attitudes, interests, values & expectations of trainees and the training environment influence it. Training Evaluating:- under Traini9ng evaluation various kinds of measures the effectiveness of training Reactions, learning, behaviour, results.

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AIM COLLEGE-HISAR

Human Resource Development: Strategies and Systems (OBH-414)

Contact: 92533-50008, 94164-43238

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