PRESENTATION ON HRD

&DIVERSITY

SUBMITTED BY:- SUBMITTED BY:-

RISHAV SHARMA PROF. SHYAM LAL KAUSHAL
ROLL NO. 3730
DEFINITION OF HRD

 A set of systematic and planned activities designed by an organization to

provide its members with the necessary skills to meet current and future
job demands
 Harbison and Myers have defined HRD as the process of increasing the
knowledge, skills, and capabilities of all people in a country
OBJECTIVES

 Develop HR of the company continuously for the better performance to

meet objectives
 Provide opportunities for development of different level of employees
 Suitable need based training programs
 Prepare newly inducted staff to perform their work with high level of
competency and excellence
 Meet social obligations of industry to contribute towards the excellence of
technical and management education
 Assist the existing and potential customer in the better use of our
equipment's by training the employees
 Promote a culture of creativity , innovation, human development , respect
and dignity
 Achieve excellence in every aspect of working life
HRD FUNCTIONS
 Providing skill input to apprentices and trainees
 Identifying training needs and imparting training
 Outside deputation for competency enhancement
 Competency mapping
 Organizational development activities
 Conducting sessions and workshops
 Training and development
THE NEED FOR HRD:

 Business and economics changed

 Technological change
 Organizational change
 Social, legal & other changes
 THE NEED FOR HRD

 Implementing the new POLICY

 Implementing a STRATEGY
 Effecting organizational CHANGE
 Changing an organization CULTURE
 Meeting an change in the external ENVIRONMENT
 Solving particular PROBLEMS
SUB SYSTEMS OF HRD

1. Performance Appraisal
2. Potential Appraisal
3. Career Planning and Development
4. Counselling
5. Feedback
6. Training and Development
7. Organizational Development
8. Rewards
9. Employees welfare
10. Quality of Work life
 TRAINING AND DEVELOPMENT

 Training – improving the knowledge , skills and attitudes of employees for

the short-term , particular to a specific job or task
 e.g. -
o Employees orientation
o Skills & technical training
o Coaching
o Counselling
TRAINING AND DEVELOPMENT

 Development – preparing for future responsibilities , while increasing the

capacity to perform at a current job
 Management training
 Supervisor development
CHALLENGES FOR HRD

 Changing workforce demographics

 Competing in global economy
 Eliminating the skills gap
 Need for lifelong learning
 Need for organizational learning
 Technological changes
 Greater employee Retention and Commitment
DIVERSITY

Diversity is more than demographics such as

gender, sex orientation , different education
levels, skills and abilities.
WORKFORCE DIVERSITY

 Increased attention to recruiting, hiring, and developing a more diverse

workforce.
o Greatest amount attention has been paid to racial and gender diversity
o Other forms of diversity are increasingly being considered
• Nationality
• Language
• Ability/disability
• Religion
• lifestyle
ORGANIZATIONALCULTURE

DEFINITION :-

“ A set of shared values , beliefs, norms, artifacts and

patterns of behavior that are used as a frame of
reference for the way one looks at, attempts to
understand, and works within an organizational.”
 ORGANIZATIONAL CULTURE AND WORKFORCE
DIVERSITY

 What is the impact of increasing workforce diversity on organizational

culture?

 People from diverse culture (or subculture ) often posses different

assumptions , values , beliefs , and experiences.

• What can be gained from this richness of experience?

• What are the potential problems with such diversity?

LABOUR MARKET CHANGES AND DISCRIMINATION

Two main forms of discrimination:-

 Access discrimination
- Jobs are unavailable (or less available) to people with certain
characteristics or background.
 Treatment discrimination
- People are treated differently after they are hired (e.g. in the training or
promotion opportunities available).
 Treatment discrimination against WOMEN in the organizations
• Promotion
• Pay
• Sexual harassment
 LABOUR MARKET CHANGES AND
DISCRIMINATION

 Sexual Harassment
• Unwanted sexual comments or behavior at work.
• Two main forms:
o Quid pro quo
o Hostile work environment
 LABOUR MARKET CHANGES AND
DISCRIMINATION
 Treatment discrimination against minorities in organizations
• Promotion
• Racial Harassment
 Equal Employment Opportunities (EEO)
• Title VII of the 1964 Civil Rights Act and other federal laws make it
generally unlawful for employers to make decisions based on:
o Race
o Color
o Sex
o National origin, Disability, veteran’s Status and Pregnancy
 ADAPTING TO DEMOGRAPHIC
CHANGES

 Affirmative Action Programs :

• Initiated in 1965 by Executive Order 11246
• Focus on government agencies and contractors
• Monitored by the office of Federal Contract Compliance
Programs(OFCCP)
• Promotes efforts “ to bring members of under represented groups… into a
higher degree of participating in some beneficial program.”
 Steps to meet Affirmative Action (AA) requirement:
• Written policy statement on EEO/AA
• Designated AA officer
• Publicized EEO/AA policy statement
• Labor market analysis
• Goals and timetables established for any underrepresented groups
• Specific programs to achieve these goals
• Internal reporting system
• Internal and External support system for AA
 ADAPTING TO DEMOGRAPHIC
CHANGES

 Effectiveness of diversity training programs :

• Anecdotal evidence of increasing awareness from “valuing diffrences”
approach
• Concern for lack of tangible outcomes from this approach , plus charges
that it is too often driven by a “political” agenda
 Managing diversity:
• “ A comprehensive managerial process for developing an organizational
culture that works for all employees”
• Seeks to “create a level playing field for all employees without regard to
cultural distinction
 CROSS CULTURAL EDUCATION AND
TRAINING PROGRAMS

 Impact of globalization : numerous employees sent on expatriate

assignments
 Common elements of cross cultural training :
• Raise awareness of cultural differences
• Focus on ways that attitude are shaped
• Provide factual information about each culture
• Build skills ( language, non-verbal communication , stress management
and adjustment skills).
 HRD PROGRAMS FOR CULTURALLY
DIVERSE EMPLOYEES

 Existing HRD programs can be used to promote cultural diversity:

• Socialization and orientation
• Career Development
• Mentoring women and minorities
• Sexual and racial harassment training
REFERENCE

 Arya P.P & B.B Tandon

 Kandula SR ; Strategic HRD
 www.researchgate.net
 www.ufhrd.co.uk
 www.hrmguide.net
THANK YOU