HRD Climate Analysis of USNet

8/12/2019 HRD Climate Analysis of USNet

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[HRD CLIMATE] 1

Ira Mishra, 4thTerm , MBA Spring, 13322

HRD Climate Analysis of USNet

The HRD climate of Unlimited Software Network Pvt. Ltd was studied using the Rao and

Abraham questionnaire. In order to study the climate 3 crucial aspects of: General Climate,

OCTAPAC Culture and HRD Mechanism were taken into account. The questionnaire

consisted of 38 items, which were designed to cover these areas. The data for the survey was

collected from 11 employees of the company out of which six were technical and 5 were

administrative employees.

Analysis

The following table summarizes the results obtained from the survey:

Category Technical Administrative General

General Climate 3.96 3.44 3.70

OCTAPAC 3.99 3.38 3.68

HRD mechanisms 3.48 3.21 3.34

HRD Climate 3.81 3.34 3.57

The results of the survey which was conducted on both technical and administrative staff

shows that the average scores of all categories are above 3, since this is a Likert Scale a

higher score indicates a positive attitude towards the category.

Upon analysis it was found that the scores of the technical staff were higher than that of the

administrative staff. The score of technical staff on the General Climate dimension is 3.96,

which is quite high. This means that the there exists a fairly good general climate in the

organization. The general climate refers to the view, which the top management has towards

the HRD practices in the organization. The score on the OCTAPAC for the technical staff is

also high which means that the organizations culture supports openness, confrontation, trust,

autonomy, pro-activity, authencity and collaboration. As for the score for the HRD

mechanism the score obtained was 3.48, which indicates that the company has fairly good

practices of performance appraisal, training and development etc. The score for the HRD

Climate, which was calculated by taking an average of the 3 categories, was found to be 3.81.

This high score indicates that the HRD Climate in the organization for the technical staff the


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HRD climate is good and most of the employees and the top management have a positive

attitude towards the HRD practices in the company.

The analysis of the scores of the administrative staff yields similar results as that for the

technical staff. However the scores of the administrative staff are comparatively lower. The

scores of the General Climate category were 3.44, which is above average and indicates a

supportive view from the top management. The score for the OCTAPAC for the companys

administrative staff was 3.38, which indicates the presence of OCTAPAC culture in the

organization. The score for the HRD mechanism was 3.21, which indicates that the various

mechanisms for HRD are fairly good in the organization. The overall score for the HRD

Climate for the administrative staff in the organization indicates that there exists a support

HRD Climate for the administrative staff in the organization

Implications

The results of the survey of the HRD Climate of USNet yield fairly good results. The HRD

Climate of USNet was studied in order to gain an understanding on how the top management

and the employees view the organization. The results show that the HRD Climate for both the

technical and administrative staff is fairly good, which means that the employees have a

positive attitude towards the HRD practices in the organization. Having a high score on the

General Climate aspect for USNet means that the top management of the company considers

HRD to be an important aspect. The implications of the top management having a positive

view on the HRD, is reflected on all levels of the organization. When the top management

has a positive view, they make their plans and policies employee centric which focuses on the

welfare of the employees. The view of top management on the HRD has also the implications

on the investment the organization makes on the HRD activities. Here in the case of USNet

having a positive view on HRD means that the top management is focusing in the

development related activities of its employees.

The next aspect, which is the OCTAPAC, has an implication on the culture of the

organization. The score for USNet on this aspect is high which means that that employees

work in a culture, which is based on the dimensions of the OCTAPAC. Having the culture

centered on the OCTAPAC cultures shows that the collaboration and attitude towards

working together is positive. Employees in the organization have a feeling of trust and mutual

understanding in the organization. For USNet having such a culture will impact its

organizational effectives. If the employees are comfortable with others, work well together


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and are pro-active means that they will perform better and the organization will benefit in

turn.

The HRD mechanisms of USNet are fairly good as well this has the implication that the HRD

activities are aligned to the support employee development. Having good HRD Mechanisms

means training and development of the employees are focused. Training and developing the

employees mean that their performance will increase; further more the employees will feel

motivated as they learn new skills thereby benefiting the organization as a whole.

Since the scores of the technical staff is higher than that of the administrative staff, this

indicates that there is some degree of difference between the two levels of the staff at USNet.

The reason for this difference may be because of the fact that USNet being a software

company may focus more on its technical staff. This difference may eventually lead to the

demotivation of the administrative staff.

Recommendations

The overall HRD climate of the company is fairly good. However the following

recommendations can be made:

Continued support from the top management by investing in the HRD activities Focus on improving the HRD practices directed towards the administrative staff by

discussing with them on what aspects can be improved and acting upon them

Documents

HRD Climate Analysis of USNet