2. INTRODUCTION HRD is a system within the organization context. HRD strategies can be developed for achieving the objectives of the organization through various developmental interventions. HRD systems facilitate the effective achievement of the mission and objectives of organizations. EFFECTIVELY ORGANIZATION’S MISSION & OBJECTIVES
3. The purpose of the HRD systems build competencies and commitment individuals, teams and the entire organization.
4. INSTRUMENTS OF THE HRD SYSTEM…. Training Performance Appraisal Potential Appraisal and Development Employee counseling and mentoring Career planning and development Team Building Organization development Learning management
5. PRINCIPLES IN DESIGNING HRD SYSTEM Consistent support Focus on HRD Structure of the HRD system Functioning of the system
6. Designing the HRD Process NEED ASSESSMENT DESIGN IMPLEMENTATION EVALUATION
7. ASSESS NEEDS DESIGN IMPLEMENTATION EVALUATION SELECT EVALUATION CRITERIA PRIORITISE NEEDS DEFINE OBJECTIVES DEVELOP LESSON PLAN DETERMINING EVALUATION DESIGN DEVELOP AQUIRE MATERIALS DELIVER THE HRD PROGRAMME OR INTERVENTION CONDUCT EVALUATION OF PROGRAM OR INTERVENTION SELECT TRAINER/LEADER SELECT METHOD & TECHNIQUES INTERPRET RESULTS SCHEDULE THE PROGRAM/INTERVENTION
8. HRD FRAMEWORK CLIMATE OF HRD HRD PHILOSOPHY HRD SUBSYSTEM OR MECHANISM HRD PRINCIPLE AND FACTOR HRD OUTPUT HRD SKILLS
9. MECHENISM AND SUB SYSTEMS OF HRD MANPOWER PLANNING RECRUITMENT AND SELECTION PERFORMANCE APPRAISAL PERFORMANCE COUNSELLING POTENTIAL APPRAISAL AND DEVELOPMENT
10. FEEDBACK AND PERFORMANCE COACHING CAREER PLANNING AND ADVANCEMENT TRAINING AND DEVELOPMENT NEED ORGANIZATON DEVELOPMENT EMPLOYEE WELFARE AND QUALTY OF WORKLIFE HUMAN RESOURCE INFORMATION
11. HRD INTEVENTION HRD programs and interventions can be used to address a wide range of issues and problems in the organization. They are use to orient & socialize new employee in to the organization, provide skills and knowledge, and help individual and groups become more effective.
