1. What is HRD? - HRD is a process of helping people in acquiring competencies.

. It is a process by which employees sharpen their capabilities, to perform various tasks, functions with their expected future roles - develop their general capabilities as individual with the inner potential for their own as well as organizational development - helps in developing the culture with in the organization to work in an conducive environment, interpersonal relationship - it is facilitated by sub-systems like performance appraisal, training, organizational development, counseling and feedback, career development, job rotation and rewards - employees are continuously helped to acquire new knowledge, competencies through performance planning, feedback, training, periodic review of performance, developmental needs assessment, job rotation etc. Human Resource Development thus is a continuous process in any organization. There are many instruments in HRD for the development of an individual and for the organization with the help of Role clarity, performance planning, career development, risk taking etc. HRD Sub-systems HRD Dept. Performance Appraisal System Review Discussions, Feedback Counseling Sessions Role Analysis Potential Development Training Communication Policies Job Rotation Rewards Other Mechanisms

HRD Dept. In every organization HR dept is playing important role in culture development with in the organization. It provides conducive environment to all the employees. It helps in recruiting the right people for right job at right place at the right time. It also helps the individual in career planning and career growth with in the organization. It creates opportunities to the employees in setting the tasks, goals, to the development of individual as well as organization. HR Dept plays a role of mediator between the top management and its employees. All the organizational communication is routed through the HR Dept. It helps in framing the plans and policies of the organization and implementation there on. Performance Appraisal System 1

Performance appraisal system has dual approach evaluation and development. It is shifted to a lie responsibility rather than personnel function activity. It calls for goal setting by appraiser and appraisee together. It requires appraisal interviews, counseling, and feedback session with open discussion. Performance appraisal system helps in defining the role of individual, targets, goals etc. which leads to the career goals, promotion and rewards to the individual. Review Discussions, Feedback Counseling Sessions As the name suggests the HR dept. is conducting review and feedback sessions after particular intervals for the corrections, enhancement of the policies. All the feedbacks received by them are used for the development of the organization and in the right spirit. It also organizes a counseling sessions for his employees helping them in choosing the career path, growth and move up in the ladder. Role Analysis It was identified as an intervention for the purpose of role clarity. This technique with the group leaders and their team members are helped in clarifying the roles in the assign tasks. Role analysis gives the clarity in areas of work, key performance areas, teamwork, conflict resolution and behavioral change, which leads to the development of the individual as well as the organization. Potential Development It is the essential for HR dept to measure the potential of the individual employee with the help role-play method, best performance, handling the tasks and completion of the tasks within the stipulated time, inter personal relationship etc. The HR dept takes a lead to develop the individual by observing the potential with in the organization by providing training, career growth etc. Training In todays fast growing, changing business scenario no organization afford not to train its employee regardless of his previous education, training and experience. Training is an essential part of management development and for organizational development/benefit. Now days in all type of organizations training activities are carried out in a systematic manner. i.e. identification training needs, making a systematic training plan, budgeting and approval and finally execution of the training programs. Communication Policies Communication system both formal and informal has strengthened the relationship between the top management and its employees. It will help in creating a open environment within the organization. It will also develop the faith among the employees about the management. 2

Job Rotation Job rotation is an important HRD tool for the development of employee as well as keeping the morale high with in the organization. This is also used in the development of individual for multi- skill operation and in turn the productivity of the organization. This will also help an individual in career development and growth, in turn to higher rewards. Rewards Best performers are always been rewarded with in the organization. Reward system keeps the employees motivational and morally high. Rewards are of different kinds- cash, gifts, promotions etc. Other Mechanisms Other mechanisms like employee involvement, collective bargaining, change agent, welfare measures, safety and social security during the work as well off the work, cultural events, get-togethers and parties etc. will create an happy and open culture in the organization. The good pay packages will lead to retain the employee for longer duration in the organization.