Академический Документы
Профессиональный Документы
Культура Документы
“ HRD Strategies are a plan that defines how • Culture Building strategy:
the human resources would be utilized
Org’s valuing its employees have a sustainable
through the use of an integrated array of
competitive edge over competitors because
training, organizational development and
employees are highly charged, motivated and
career development efforts to achieve
commitment to the org.
individual, organizational objectives
• Systematic Training Strategy:
Major HRD Strategies
The planning and organization of formal on-job
• Communications Strategy: training and off-job training leads to improving
vital employee characteristics, build and sustain
In today’s changing scenario, it is essential to
appropriate work culture and brings in more
educate and train employees about the change
professionalism in action.
• Accountability And Ownership
• Learning Strategy:
Strategy:
Continuous development and learning
Employee’s accountability and ownership leads
environments promote self development of
to higher productivity and customer
employees, of self and by self.
excelleration.
• Quality Strategy:
• Intrapreneurship Strategy:
1|Page
Designing HRD Strategy Understanding of business strategy to highlight
the key deriving forces of the business such as-
Technology
Distribution
Competition
Markets
2|Page
2. Work system: Work-planning system ensures
that the attracted and retained human
• Developing consequences and resources are utilized in the best possible way
solution: to obtain organizational objectives. Following
For each critical issue the options for are the sub systems of the work planning
managerial action generated needs to be system.
highlighted, elaborated and created. Then
Role analysis
action plans around the critical issues is to be Role efficacy
developed with set targets and dates for the Performance plan
accomplishment of the key objectives. Performance feedback and guidance
Performance appraisal
• Implementation and evaluation of the Promotion
action plans: Job rotation
Reward
The ultimate purpose of developing a human 3. Development system: The environmental
resource development strategy is to ensure that situation and the business scenario is fast
the objectives set are mutually supportive so changing. The human resources within the
that reward sys are integrated with employee organization have to raise upto the occasion
training and career development. and change accordingly if the organization
wants to be in business. The development
HRD SYSTEMS system ensures that the retained (career
system) and utilized (work system) human
resources are also continuously developed so
HRD functions are carried out through its
that they are in a position to meet the emerging
systems and sub systems. HRD has five major
needs of the hour. Following are some of the
systems and each of the systems has sub
developmental sub - systems of HRD that make
systems as elaborated below: the first three
sure that human resources in the organization
systems viz., Career system, Work system and
are continuously developed.
Development system, are individual and team
oriented while the fourth and the fifth systems Induction
viz. Self renewal system and Culture Systems Training
are organization based. Job enrichment
Self-learning mechanisms
1. Career system: As an HRD system, career Potential appraisal
system ensures attraction and retention of Succession Development
human resources through the following sub- Counselling
systems. Mentor system
Manpower planning 4. Self-renewal system: It is not enough to
Recruitment develop individuals and teams in the
Career planning organizations but occasionally there is a need to
Succession planning renew and re-juvenate the organization itself.
Retention
3|Page
Following are some of the sub systems that can Designing a programme for
be utilized to renew the organization. HRD Intervention
Survey
Action research
Organizational
Development interventions
Organizational Retreats
4|Page