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THE NEED FOR HRD
HRD is needed by any organization that wants to be dynamic and growth-oriented or to succeed in a fast-changing environment. Agency Management Software like Agencyorganizer or leadorganizer or...
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Human Resources Planning – Beliefs
We talk about Goals, Subsystems and Beliefs for HRD Mechanisms. All these process mechanisms are linked with corporate plans, particularly with human resources planning. These mechanisms are designed...
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HRD Mechanisms -1
A HRD mechanisms or subsystems are defined as follow: Performance Appraisal Potential Appraisal and Development Feedback and Performance Coaching Career Planning Training Organization Development...
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Feedback and Performance Coaching
We are talking HRD in our previous post. HRD is needed by any organization that wants to be dynamic and growth-oriented or to succeed in a fast-changing environment. Organization can become dynamic...
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Organization Development (OD)
We are talking Human Resource Development here. HRD is needed by any organization that wants to be dynamic and growth-oriented or to succeed in a fast-changing environment. Organization can become...
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Rewards
In general sense reward meaning That which is given in return for good or evil done or received; esp., that which is offered or given in return for some service or attainment, as for excellence in...
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Employee Welfare and Quality of Work Life
Employees at lower levels in the organization usually perform relatively monotonous tasks and have fewer opportunities for promotion or change. This is particularly true in developing countries. In...
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Human Resource Information And HRD Goals
All appropriate information about employees should be stored in a central human resources data bank (usually by means of computer). This includes all basic information about each employee, training...
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HRD SYSTEM
The HRD subsystems or mechanism discussed so far should be thought of in isolation. They are designed to work together in an integrated system although any of them may exist in an organization that...
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Focus of the System
a) Focus on enabling capabilities: The primary purpose of HRD is to help the organization to increase its “enabling” capabilities. These include development of human resources, development of...
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Structure of the System-1
The Structure of the HRD System depends on below functions: 1. Establishing the identity of HRD 2. Ensuring respectability for the function 3. Balancing differentiation and integration 4....
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Structure of the System-2
Today, we continue our discuss on Balancing differentiation and integration with example which is the function of the Structure of the System. We will discuss for other two remaining functions also...
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Functioning of the System-1
a) Building feedback and reinforcing mechanisms: The various subsystems within HRD should provide feedback to one another. Systematic feedback loops should be designed for this purpose. For example,...
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Demographic-1
Over a period of time, the profile of employees, industrial workers in particular, has been changing. Labor is not restricted to certain castes and communities. Social mobility accounts for the...
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Demographic and Socio-cultural
Demographic Today we continue our talk and demographic as a part of environmental aspects and we are going to discuss on another aspects and which is Socio-cultural. The sex composition of workers has...
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Political-1
Political independence and democratic forces have raised the expectations of our people. Compared to most other developing countries in Asia and Africa, the democratic institutions in India are more...
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Political-2
As a part of our talk on management still today we have discussed on so many important factors of the management like Concept of Human resources management, Human resources development, HRD mechanism,...
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Political-3
Today we continue our talk on political as part of environmental aspects. Nevertheless, technological changes have reduced the dependence on muscle power in manual jobs, and manual labour in clerical...
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ORGANISATIONAL CONTEXT-1
Managing in turbulent times requires organizations to raise basic questions as to their nature and purpose. Strategic management involves consideration of the following aspects: · Mission and...
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ORGANISATIONAL CONTEXT-1
Personnel should adopt the language of business and relate its effectiveness in relation to the business objectives concerning output, profit, and contribution to society. Peers in other functions...
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