Hrd Presentation

BY :- PARTH SARTHI MBA ( HR )

HUMAN RESOURCE DEVELOPMENT

H R D -- PROCESS Every work has two dimension:1) Substantive- To decide “What To Do” 2) Procedural Process- To decide “How To Do”

AT PERSONAL LEVEL ( Existential PROCESS ) 1)How individual perceives his Environment? 2)How does he interacts with other?

AT INTER PERSONAL LEVEL (THE EMPATHIC PROCESS)

1) How does he reach out to the other person and establishes a relation with him 2) Communication, conflict, cooperation and competition

AT ROLE LEVEL ( THE COPING PROCESS )

Every individual is required to cope with various pressures and stresses in relation to his role in the organisation

AT GROUP LEVEL ( BUILDING PROCESS )

1) How different group form themselves as distinct entities in the organisation? 2) how do they become cohesive and strong and how can they effectively contribute to the organisation goals?

AT INTER GROUP LEVEL ( COLLABORATIVE & COMPETITIVE PROCESS )

1) Positive Competition:- standard performance and achievement 2) Negative Competition:- Prevents from attaining goals.

AT ORGANISATIONAL LEVEL ( THE GROWTH PROCESS ) ORGANISATIONAL CLIMATE,CHANGE

H`RD MECHANISM MANPOWER PLANNING PERFORMANCE APPRAISAL & FEEDBACK` TRAINING , EDUCATION & DEVELOPMENT POTENTIAL APPRAISAL & PROMOTION CAREER DEVELOPMENT & PLANNING ROLE ANALYSIS AND ROLE DEVELOPMENT PARTICIPATIVE DEVICES INDUSTRIAL RELATIONS`

MA NPOWER PLANNING

• Assessment of manpower need •Manpower audit

PERFORMANCE APPRAISAL & FEEDBACK

q APPRAISAL BY BOSS, SUPERVISOR qA P P R A IS A Letc IN T E R V IE W

1) IMPROVEMENT IN WORKER’S BEHAVIOR WITH PEERS & SUPERIOR 2) DEVELOPMENT OF “WE” FEELING INSTEAD OF “I” FEELING. 3) DECREASE IN THE HABIT OF HIDING ONE’S OWN MISTAKES AND HIGHLIGHTING OF OTHER’S 4) INCREASED AWARENESS

POTENTIAL APPRAISAL &PROMOTION`

IDENTIFYING POTENTIALOF AN EMPLOYEE FOR FUTURE DEVELOPMENT

PARTICIPATIVE DEVICES

1) BI- PARTITE MEETINGS 2) INFORMATION SHARING 3) TASK FORCES

INDUSTRIAL RELATIONS

GOOD IRs BASED ON MUTUAL TRUST AND GOODWILL MAKE THE EXECUTION OF HRD PROGRAMMES EASILY

HRD - OUTCOMES

1) People become more competent. 2) People understand their roles better. 3) People develop greater trust and respect for others. 4) There is a greater collaboration and teamwork 5) Generation of “Problem- Solving Capabilities” 6) The top management becomes more sensitive to employee’s problem and human processes due to increased openness in the communication `

B IB LO G R A P H Y

 TH R O U G H H R D B O O K BY P . C . . T R IP A T H Y  V ID E O F R O M Y O U T U B E IM A G E S T H R O U G H G O O G L E S E A R

WHAT THE PROBLEM IS? & HOW HRD RESOLVE IT?

H U M A N RESOURCE D E V E LO P M E N T

BY :- PARTHSARTHI MBA ( HR ) arthsarthiverma@gmail . co F.M.S GURUKUL KANGRI VISHWAVIDYALAYA HARDWAR