BY:- PARTH SARTHI

MBA(HR)

HUMAN RESOURCE DEVELOPMENT

Every work has two dimension:-

1) Substantive- To decide “What To Do”2) Procedural Process- To decide “How To Do”

H R D -- PROCESS

AT PERSONAL LEVEL(Existential PROCESS)

1)How individual perceives his Environment?2)How does he interacts with other?

1) How does he reach out to the other person and establishes a relation with him

2) Communication, conflict, cooperation and competition

AT INTER PERSONAL LEVEL(THE EMPATHIC PROCESS)

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

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 GROUP LEVEL(BUILDING PROCESS)

1) Positive Competition:- standard performance and achievement2) Negative Competition:- Prevents from attaining goals.

AT INTER GROUP LEVEL(COLLABORATIVE & COMPETITIVE PROCESS)

AT ORGANISATIONAL LEVEL

(THE GROWTH PROCESS)

ORGANISATIONALCLIMATE,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`

MANPOWER PLANNING

• Assessment of manpower need

•Manpower audit

PERFORMANCE APPRAISAL

& FEEDBACK

APPRAISAL BY BOSS, SUPERVISOR etc APPRAISAL INTERVIEW

1) Improvement in worker’s behavior with peers & superior2) Development of “WE” feeling instead of “I” feeling.3) Decrease in the habit of hiding one’s own mistakes and highlighting of other’s4) Increased awareness

POTENTIAL APPRAISAL &PROMOTION`

IDENTIFYING POTENTIALOF AN EMPLOYEE FOR FUTURE DEVELOPMENT

1) BI- PARTITE MEETINGS2) INFORMATION SHARING3) TASK FORCES

PARTICIPATIVE DEVICES

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

INDUSTRIAL RELATIONS

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 teamwork5) 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 `

HRD- OUTCOMES

BIBLOGRAPHY

THROUGH HRD BOOK BY P.C..TRIPATHYVIDEO FROM YOUTUBE

IMAGES THROUGH GOOGLE SEARCH

WHAT THE PROBLEM IS? &

HOW HRD RESOLVE IT?

HUMAN RESOURCE DEVELOPMENT

BY:- PARTHSARTHIMBA(HR)

parthsarthiverma@gmail.comF.M.S

GURUKUL KANGRI VISHWAVIDYALAYAHARDWAR