Personal Learning Paper in Ob
CHAPTER V
HRD TOOLS AND TECHNIQUES[1]
Though a good number of HRD facilitations have a good knowledge of HRD, its systems and processes, they are not equipped with the development tools and techniques to implement HRD. This chapter briefly lists and explains various development tools and techniques that can be used in the HRD function. Each of the tool can be adopted to the specific need of the organisation to achieve desired HRD results.
A. BRIEF NOTES
1. 360 DEGREE FEEDBACK:
It is a development technique used for the confidential assessment of the employees by all their stakeholders. Stakeholders are their boss, staff, team members, internal or external customers, family and friends. It is a systematic feed back collection on performance of an individual or a group often co-ordinated by an external agent with scientific tools like the questionnaire.
Feedbacks of the stakeholders are confidentially collated by the facilitator and anonymously made available to the feedback seeker. In this technique the feedback givers judge what they perceive as behaviour and not the intentions behind it. A mixture of strengths and areas for development, expectations etc. are made known to the feedback seeker through this development process. Once the feedback is received, the concerned person works on him for further improvement and development.
2. APPRECIATIVE INQUIRY:
An inquiry process affirms our symbolic capacities of imagination and mind as well as our social capacities for conscious choice of cultural evolution. Its assumption is ‘Solution to be Embraced’.
▪ Discover and value those factors that give life to the organisation. ▪ Envision what might be the new possibilities. ▪ Engage in dialogue, discovering possibilities. ▪ Construct the future through innovation and action.
3. ASSESSMENT CENTER TECHNIQUE:
This technique is used to assess individuals, dyads, or teams. This is a project for achieving a specific purpose in a specified period of time in a
HRD TOOLS AND TECHNIQUES[1]
Though a good number of HRD facilitations have a good knowledge of HRD, its systems and processes, they are not equipped with the development tools and techniques to implement HRD. This chapter briefly lists and explains various development tools and techniques that can be used in the HRD function. Each of the tool can be adopted to the specific need of the organisation to achieve desired HRD results.
A. BRIEF NOTES
1. 360 DEGREE FEEDBACK:
It is a development technique used for the confidential assessment of the employees by all their stakeholders. Stakeholders are their boss, staff, team members, internal or external customers, family and friends. It is a systematic feed back collection on performance of an individual or a group often co-ordinated by an external agent with scientific tools like the questionnaire.
Feedbacks of the stakeholders are confidentially collated by the facilitator and anonymously made available to the feedback seeker. In this technique the feedback givers judge what they perceive as behaviour and not the intentions behind it. A mixture of strengths and areas for development, expectations etc. are made known to the feedback seeker through this development process. Once the feedback is received, the concerned person works on him for further improvement and development.
2. APPRECIATIVE INQUIRY:
An inquiry process affirms our symbolic capacities of imagination and mind as well as our social capacities for conscious choice of cultural evolution. Its assumption is ‘Solution to be Embraced’.
▪ Discover and value those factors that give life to the organisation. ▪ Envision what might be the new possibilities. ▪ Engage in dialogue, discovering possibilities. ▪ Construct the future through innovation and action.
3. ASSESSMENT CENTER TECHNIQUE:
This technique is used to assess individuals, dyads, or teams. This is a project for achieving a specific purpose in a specified period of time in a