HRD Systems and Sub-Systems - Essay
HRD Systems and Sub-Systems
The Scope HRD is to develop i,e. to increase effectiveness and potential of the individual, employees, roles, teams, inter-terms, and the organizations. Relevant HRD processes, help in enhancing effectiveness of these human units. However, it is necessary to have a formal and systematic way of achieving this. Such formal way of developing human resources is the HRD system. HRD system can be broken down into sub-systems. An integrated combination of all these sub-systems is the HRD system. We describe below the main HRD sub-systems.
Over the years several HRD practices have emerged in India. There is no unified way to classify HRD activities and efforts. A classification system is suggested here, based on both the new emerging trends in the HRD work in India, and conceptual understanding of the main foci of HRD activities. It should be concerned with developing systems of making individuals (and the roles), and the organization) and the teams more effective. The systems that are primarily concerned with individual employees (and their roles) relate to their appraisal, their advancement, and their advancement, and their training; and the systems concerned with the development of the organization (and its teams) relate to its design, management of culture, and renewal of the organization. We suggest the following six HRD systems:
1) Performance Management System : Performance Appraisal (PA) system are widely used in the Indian organization. More recently these have been renamed as Performance Management (PM) Systems. The main difference between them is their respective emphasis and spirit, PA emphasizing more the appraisal aspect, while PM’s stress being on performance improvement. Performance Management required the competency mapping of the various important jobs, identifying competency required for effective performance on the jobs.
In both systems performance coaching or counseling has an important place. Indian organization
The Scope HRD is to develop i,e. to increase effectiveness and potential of the individual, employees, roles, teams, inter-terms, and the organizations. Relevant HRD processes, help in enhancing effectiveness of these human units. However, it is necessary to have a formal and systematic way of achieving this. Such formal way of developing human resources is the HRD system. HRD system can be broken down into sub-systems. An integrated combination of all these sub-systems is the HRD system. We describe below the main HRD sub-systems.
Over the years several HRD practices have emerged in India. There is no unified way to classify HRD activities and efforts. A classification system is suggested here, based on both the new emerging trends in the HRD work in India, and conceptual understanding of the main foci of HRD activities. It should be concerned with developing systems of making individuals (and the roles), and the organization) and the teams more effective. The systems that are primarily concerned with individual employees (and their roles) relate to their appraisal, their advancement, and their advancement, and their training; and the systems concerned with the development of the organization (and its teams) relate to its design, management of culture, and renewal of the organization. We suggest the following six HRD systems:
1) Performance Management System : Performance Appraisal (PA) system are widely used in the Indian organization. More recently these have been renamed as Performance Management (PM) Systems. The main difference between them is their respective emphasis and spirit, PA emphasizing more the appraisal aspect, while PM’s stress being on performance improvement. Performance Management required the competency mapping of the various important jobs, identifying competency required for effective performance on the jobs.
In both systems performance coaching or counseling has an important place. Indian organization