HUMAN RESOURCE DEVELOPMENT PROCESS

• HRD PROCESS

• HUMAN RESOURCE DEVELOPMENT PROCESS

• DR SHASHI AGGARWAL
• HRD PROCESS

1. IN HRD A SET OF ACTIVITIES ARE TO BE PERFORMED IN PROPER SEQUENCE
2. THE LINK OF THE ACTIVITIES CAN NOT BE DISTURBED
3. SO HRD CAN BE CALLED PROCESS
4. THE SET OF ACTIVITIES LIKE NEED ASSESSMENT,DESIGNING PROGRAMME,INTRODUCTION OF HRD PROGRAMME AND EVALUATION ARE TO BE DONE IN SEQUENCE
5. THE OBJECTIVE OF HRD PROCESS :
6.  NEEDS OF HRD
7. CREATE GOOD ORGANIZATIONAL CLIMATE FOR LEARNING
8. CREATING INTEREST IN WORKERS TO LEARN AND IMPROVE SKILL,KNOWLEDGE,ATTITUDE AND APTITUDE AND COMPETENCIES

• STEPS INVOLVED IN HRD PROCESS

1. HRD NEEDS IDENTIFICATION OR ASSESSMENT
2. DESIGNING HRD PROGRAMS
3. DELIVERY OR IMPLEMENTATION OF HRD PROGRAMME
4. EVALUATION OF THE HRD PROGRAMME

• HRD NEED IDENTIFICATION ASSESSMENT

1. IF THE NEED EXITS THEN ONLY THAT PARTICULAR ACTIVITY IS TO BE UNDERTAKEN OTHER WISE IT IS FRUITLESS
2. NEEDS ASSESSMENT IS A PROCESS BY WHICH NEEDS ARE OF AN ORGANIZATION ARE IDENTIFIED AND ARTICULATED
3. EXAMINATION OF THE ORGANIZATION,JOBS,EMPLOYEES ,ORGANIZATION PERFORMANCE AND MARKET REQUIRED TO FILL THE GAP
4. EVALUATION CRITERIA FOR HRD EFFORTS
5. ENVIRONMENTAL FACTORS
6. EMPLOYEES MAY NOT HAVE THE REQUIRED LEVEL OF KNOWLEDGE AND SKILL
7. MAY BE GAP THERE IN REQUIRED AND ACTUAL LEVEL OF KNOWLEDGE

• OBJECTIVE OF NEED ASSESSENT

1. TO IDENTIFY THE AREAS AND THE KNOWLEDGE AND SKILL ACTUALLY REQUIRED FOR THE TASK PERFORMANCE
2. TO ASSESS THE KNOWLEDGE AND SKILL THAT EMPLOYEES ARE POSSESSING WHILE PERFORMING THEIR TAKS IN THE ORGANIZATION
3. TO IDENTIFY THE GAP
4. IDENTIFY THE EMPLOYEES FOR WHOM HRD EFFORTS ARE REQUIRED TO BE FULFILLED
5. KIND OF PROGRAMME
6. TO DECIDE THE CRITERIA FOR EVALUATION OF HRD PROGRAMMES

• HRD NEED IDENTIFICATION ASSESSMENT
• TYPES OF NEEDS : ROBERT BRINKERHOFF ARGUED THAT IN FINDING PERFORMANCE DEFICIENCY IS RESTRICTIVE
• NEED ASSESSMENT SHOULD FOCUS ON OTHER TRAINING NEEDS :

1. DEMOCRATIC NEEDS : THOSE NEEDS OPTED OR PREFERRED BY EMPLOYEES AND MANAGERS
2. DIAGNOSTIC NEEDS MEAN FOCUS ON FACTORS THAT PREVENT PERFORMANCE PROBLEMS AND CONTRIBUTE GIVING IN BETTER PERFORMANCE
3. ANALYTICAL NEEDS MEANS A NEW AND BETTER WAY OF DOING THE WORK MORE EFFECTIVELY
4. COMPLIANCE NEEDS WHICH ARE TO BE FULFILLED DUE TOR REQUIRMENTS OF LAW

• NEED ASSESSMENT LEVEL
• INDIVIDUAL LEVEL : TYPE OF EMPLOYEE AND TRAINING NEEDS
• ANALYSIS CAN BE CARRIED WITH THE HELP OF PERFORMANCE EVALUATION,DIRECT OBSERVATION,INTERVIEW AND QUESTIONNAIRE,CONDUCTING TESTS,PERFORMANCE OF CRITICAL INCIDENTS AND PERSONAL LOG BOOKS OF EMPLOYEES
• THROUGH PERFROMANCE APPRAISALS THE PERFORM ACE OF EMPLOYEES ARE ASSESSED AND DISCREPANCIES ARE IDENTIFIES
• REASON OF POOR PERFROMANCE ARE ANALYZED AND REMEDIAL ACTION IS TAKEN
• TASK LEVEL ANALYSIS : DATA REGARDING DATA DIFFERENT JOBS ARE COLLECTED TO FIND OUT WHAT TYPE OF EFFORTS ARE REQUIRED FOR IMPROVING PERFORMANCE

1. DATA CAN BE COLLECTED BY USING INSTRUMENTS LIKE JOB DESCRIPTION,JOB ANALYSIS,STANDARD OF PERFORMANCE BY PERFORMING ,OBSERVATION,INTERVIEW AND QUESTIONNAIRE
2. THE TASK ANALYSIS PROCESS WILL INCLUDE PREPARING JOB DETAILS,IDENTIFICATION OF MAIN JOBS,METHODS OF DOING JOBS AND IDENTIFICATION OF AREAS
3. DURING ANALYSIS THE METHOD OF DOING THE JOB,SEQUENCE OF PERFORMING THE JOB AND RELEVANCE OF EACH JOB IS ASSESSED

• ORGANIZATION LEVEL ANALYSIS :

1. ORGANIZATION CHARACTERS TICS ARE ANALYZED TO KNOW WHAT KIND OF TRAINING IS TO BE GIVEN TO EMPLOYEES
2. ORGANIZATIONAL ANALYSIS CAN BE CARRIED OUT BY MEASURING WORK CLIMATE,STUDYING PERFORMANCE EFFICIENCY INDICES,GOING THROUGH SKILL INVENTORIES AND HR INVENTORIES

• HRD NEED IDENTIFICATION ASSESSMENT
• PRIORTIZING HRD NEEDS : PRIORITY MUST BE DECIDED ON THE BASIS OF RETURN ON INVESTMENT AND EFFECT ON INDIVIDUAL AND ORGANIZATION PERFORMANCE . IF PRIORITIES OF NEEDS ARE DECIDED THEN FIRST IMPORTANT NEEDS WILL BE FULFILLED AND THIS WILL ENSURE OPTIMUM UTILIZATION OF AVAILABLE LIMITED RESOURCES
• EMPLOYEES’S PARTICIAPTION :- EMPLOYEES  SHOULD BE ENCOURAGED WHILE DECIDING PRIORITY OF NEEDS,
• ADVISORY COMMITTEE :-COMMITTEE CAN COMPOSED FROM VARIOUS DEPARTMENTS OR AREAS, MAIN FUNCTION OF ADVISORY COMMITTEE ARE TO ADVISE MANAGEMENT IN DECIDING PRIORITY OF NEEDS
• DESIGNING OF HRD PROGRAMME

1. SETTING OBJECTIVE OF PROGRAMME
2. SELECTION OF SOURCE OF TRAINER
3. DEVELOPMENT OF LESSON PLAN
4. SELECTION OF TRAINING METHODS
5. MATERIALS PREPARATION
6. PREPARATION OF SCHEDULE FOR PROGRAMME
7. REGISTRATION AND ENROLLMENT  FOR PROGRAMME

• DELIVERY OF IMPLEMENTATION HRD PROGRAMME
• ARRANGEMENT OF FACILITIES : ON THE JOB TRAINING METHODS THEN FACILITIES ARE REQUIRED FOR TRAINING ARE TO BE IDENTIFIED AND IF CLASS ROOM METHODS THEN ARRANGEMENT
• ARRANGEMENT OF WORKING CONDITIONS :
• COORDINATING OF TRAINING ACTIVITIES:
• COPIES OF DESIGNED PROGRAMME

1. STUDY MATERIALS,SYLLABUS,ANNOUNCEMENT OF PROGRAMMES
2. SCHEDULING ,INHOUSE TRAINEEES AND SUPERVISION OF PROGRAMMES

• EVALUATION OF HRD PROGRAMME

1. INFORMATION ARE COLLECTED ABOUT WHAT IS HAPPENING AND IT DISCLOSES THE FACT
2. IDENTIFY THE PROBLEMS
3. ASSESS THE COST
4. FIND OUT WHO IS BENEFITED MORE
5. FIND OUT THE PARTICIPANTS ‘S CONTRIBUTION IN THE PROGRAMME
6. ASSESS THE BENEFITS TO THE ORGANIZATION AS A WHOLE AND ITS EFFECTIVENESS
7. DISCREPANCIES AND SUGGEST REMEDIAL ACTION