An Effective Hrd Climate

The Challengers

Biraja Prasanna Dash (12) Preetam Debasish Sahoo (34) Shakti Prasad Chhotaray (45)

AGENDA ü INTRODUCTION ü ELEMENTS

OF

HRD

CLIMATE

ü THE FACTORS REQUIRED FOR GOOD HRD CLIMATE ü COMPONENTS OF HRD CLIMATE ü IMPACT OF

GOD HRD CLIMATE

ü MEASUREMENT OF ü SUMMERY

• •

HRD CLIMATE

INTRODUCTION THREE IMPORTANT FACTORS FOR THE ORGANISATION



 HUMAN RESOURCE  HUMAN RESOURCE DEVELOPMENT  AN EFFECTIVE HRD CLIMATE

ELEMENTS

OF

HRD

CLIMATE

THE ELEMENTS OF HRD CLIMATE CAN BE GROUPED



INTO THREE BROAD CATEGORIES —  GENERAL CLIMATE,  OCTAPAC CULTURE AND  HRD MECHANISMS

THE FACTORS REQUIRED FOR GOOD HRD CLIMATE  TOP TO BOTTOM EFFORT  MOTIVATOR ROLE OF MANAGER AND SUPERVISOR  FAITH UPON EMPLOYEES  FREEDOM OF EXPRESSION OF FEELINGS  FEEDBACK  DISCOURAGING STEREOTYPES AND FAVORITISM  TEAM SPIRIT 

CONT… ü HELPFUL NATURE OF EMPLOYEES ü SUPPORTIVE PERSONNEL MANAGEMENT ü ENCOURAGING AND RISK TAKING EXPERIMENTATION

•

Components of HRD Climate 

ü Organizational Structure ü An organization’s structure is actually a ‘snapshot’ of a work process, frozen in time so that it can be viewed. ü If the structure and the role is not clear, people will not know what the work process is, who is responsible for what, whom to go for help and decision, and who can assist in problems that may arise.

ü ü

Contd..

ü Organizational Culture ü Organizational culture is the pattern of beliefs, knowledge, attitudes, and customs that exists within an organization. ü Organizational culture can be supportive or unsupportive, positive or negative. 

Contd. 

HR Processes



ü The HR system of an organization should be comprehensive enough to take care of employees from the time they join till the time they leave HR. ü From recruitment to retirement whole process should be according to employees expectation and ability of employer. 

Importance of looking at HRD climate ü Environmental influencing

factors elements

of of

HR

are

change

prime in

HR

strategy. ü It gives HR professionals time to anticipate opportunities in HR area. ü It forms a basis of aligning the organization strengths environment. ü

to

the

changes

in

the

Impact of Climate 



‘ Bad ’ Climate has been linked to:  Turnover  Stress  Sickness  Poor performance  Error rate  Wastage  Accidents Bad behaviors such as :  Sabotage  Absenteeism  Go-slow 

‘ Good ’ Climate has been linked to desirable outcomes such as:  Job satisfaction  Confidence in management  Affective commitment  Faith in Organizational  Performance  Desirable behaviors such as :  risk-taking (strategic),  departure from the status quo,  open communication,  trust 

Measuring HRD Climate ü Measurement of climate seeks to identify the components of both bad and good climate, both in absolute terms and perceptual terms.  

Generally, the areas of interact to measure are:

ü External environment - organizational interface with it ü Organizational leadership / mission ü Organizational structure / systems ü

Contd.. ü Organization and you ü Management practices ü Working - co-workers / teams / supervisor ü Self

-

at

work

-

your

role,

development,

opportunities, motivation, commitment, stress ü Self - outside work - how work affects your life (good/bad) - vice-versa.

ü

We can assess the measurement in terms of ü Economic Condition ü Leadership Style ü Managerial assumption about Human Nature ü Organization Size ü Managerial Values & Ethos

Competencies required for HRD people The following qualities are essential for a HRD Manager to be successful: ü Person of positive thinking with positive attitudes to people ü A high desire to learn ü Interested in people ü Helpful attitude ü Initiative taking or proactive ü Practice and perseverance ü Communication skills ü Objectivity in approach ü Personal example and sense of decline 

Summary ü develop a human resources philosophy for the entire organization and get the top management committed to it openly and consistently ü keep inspiring the line managers to have a constant desire to learn and develop ü constantly plan and design new methods and systems of developing and strengthening the HRD climate ü be aware of the business/social/other goals of the organization and direct all their HRD effort to achieve these goals

Contd.. ü monitor effectively the implementation various HRD sub-systems/mechanisms;

of

ü work with unions and associations and inspire them; ü conduct human process research, organisational health surveys and renewal exercises periodically; ü influence personnel policies by necessary inputs to the Department/Top Management.

ü

providing, Personnel

Conclusion A



good

climate

is

always

necessary

for

the

employees. After all it is the human resource that is the most important resource for the organization and its proper growth is very important in the organization, for which a good climate is very necessary and organization has to look forward to develop a healthy climate for the development of the people.

  

“The greatest achievement of Human spirit is to live up to one’s opportunities & make the most of one’s resources” -Marquis De