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Presented ByRinkurani Borah Ruby Roy Suman Gill Sumitra Sahu Abhijit Goswami Abhijit Pathak
It acts as a driver for HRD function by providing a strategic view of the organisation from general management.
It increases the competitive advantage by responding to fast pace of technology.
4. Flexibility and Adaptability: In respect to the implementation of the HRD strategic framework,flexibility and adaptability are two critical fundamentals for implementation success. 5.Maintain a performance focus: HRD must seek to make its contribution to the enhanced performance of individuals and organization.
6. Build learning networks,communities and organizations: Organizations will have to create structures and networks where informations and solutions are easily accessible.
CONCLUSION
Strategic HRD is concerned with the development of strategies for the provision of learning, development and training opportunities. The role of Strategic HRD is twofold. It has a strong impact on organizational success and it contributes to corporate strategy in both reactive and proactive way.
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