CHAPTER-1

Introduction

1.1

Introduction to HRD Climate

Human Resource Development (HRD) is the framework for helping employees develops their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, tuition assistance, and organization development. The focus of all aspects of Human Resource Development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers. Organizations have many opportunities for human resources or employee development, both within and outside of the workplace. Human Resource Development can be formal such as in classroom training, a college course, or an organizational planned change effort. Or, Human Resource Development can be informal as in employee coaching by a manager. Healthy organizations believe in Human Resource Development and cover all of these bases. The goal of human resource management is to help an organization to meet strategic goals by attracting, and maintaining employees and also to manage them effectively. The key word here perhaps is "fit", i.e. a HRM approach seeks to ensure a fit between the management of an organizations employees, and the overall strategic direction of the company.

The basic premise of the academic theory of HRM is that humans are not machines; therefore we need to have an interdisciplinary examination of people in the workplace. Fields such as psychology, industrial relations, industrial

engineering, sociology, economics, and critical theories: postmodernism, poststructuralism play a major role. Many colleges and universities offer bachelor and master degrees in Human Resources Management or in Human Resources and Industrial Relations. Meaning of HR+D+Climate: HR means employees in organization, who work to increase the profit for organization. Development, it is acquisition of capabilities that are needed to do the present job, or the future expected job. Climate, this is an overall feeling that is conveyed by the physical layout, the way employees interact and the way members of the organization conduct themselves with outsiders. Organizational climate is a set of characteristics of an organization which are referred in the descriptions employees make of the policies, practices and conditions which exist in the working environment. Abraham

One widely used scheme to describe the role of HRM, developed by Dave Ulrich, defines 4 fields for the HRM function: Strategic business partner Change management Employee champion Administration

However, many HR functions these days struggle to get beyond the roles of administration and employee champion, and are seen as reactive rather than strategically proactive partners for the top management. In addition, HR organizations also have difficulty in proving how their activities and processes add value to the company. Only in recent years have HR scholars and professionals focused on developing models that can measure the value added by HR.

Human resources management involves several processes. Together they are supposed to achieve the above mentioned goal. These processes can be performed in an HR department, but some tasks can also be outsourced or performed by line-managers or other departments. When effectively integrated they provide significant economic benefit to the company.

Workforce planning Recruitment (sometimes separated into attraction and selection) Induction, Orientation and On boarding Skills management Training and development Personnel administration Compensation in wage or salary Time management Travel management (sometimes assigned to accounting rather than HRM) Payroll (sometimes assigned to accounting rather than HRM) Employee benefits administration Personnel cost planning Performance appraisal Labour relations

1.2

Need & Importance of study

The focus of human resource development is to develop the most superior workforce. Organizations have many opportunities for HRD both within and outside the workplace. This will regulate motivation among regular and nonregular employees. The need for human resources development should be understood by both the employees and the employer. HRD should be implemented systematically. HRD is important in an organization to do the tasks. Non-regular employees can be given training. In todays scenario it is important to educate and train employees about the change. Quality needs to be

assured. There are many strategies for this development. First, there should be a plan. This plan should be discussed and adhered to. Finally, this plan should be executed for the desired output. The employees should also benefit from it. The extent to which people will give suggestions and ideas for improvement will depend to a large extent on human resources development strategies in a firm. Human Resources departments are crucial for corporate organizations, as they act as liaisons between regular staff and management. When problems arise, Human Resources employees begin a series of pre-defined steps that are meant to resolve disputes quickly and fairly. These steps may include private meetings with involved parties, joint meetings with both parties and HR representatives, and other measures. However, it's important to understand that Human Resources are there to protect the corporation, not the individual employee. The focus in HR is always on keeping the company strong, functional, and free of costly and damaging litigation from disgruntled employees or "whistleblowers". Knowing the true purpose of Human Resources will help you decide whether such a department is necessary for your corporation. 1. Environmental factors of HR are prime influencing elements of change in HR strategy. 2. It gives HR professionals time to anticipate opportunities in HR area and time to plan optional responses to these opportunities. 3. It helps HR professionals to develop an early warning system to prevent threats emerging out from HR scenario, or to develop strategies, which can turn a threat. 4. It forms a basis of aligning the organization strengths to the changes in the environment. 5. It enables the entry of the latest national/international HR developments NEED FOR HRD CLIMATE 1. HRD can be a platform for transformation and a mechanism for continuous organizational and individual renewal 2. Implementing a new policy and strategy 3. Effecting organizational change and changing organizational culture 4. Meeting changes in external climate and solving the problems 5. Technological development change creates requirement for training and

6. Organizations that work in less time will have a competitive advantage 7. Work structure and design will change dramatically 8. Business strategies now depend on quality and versatility of human resource 9. Social attitudes , legal requirements, industrial relations generate training and development 10.They demand new skills in workplace

1.3

Statement of the problem

HRD Climate is crucial in various aspects. First it decides the motivation and satisfaction of the employees. Second it develops and fosters a culture of commitment. Third it ensures that the right skills are retained and has many other indirect benefits. The present study tries to focus on the following research questions: Q1: How is the HRD Climate at Networth Stock Broking Ltd organization? Q2: How does it vary with various factors? Q3: What are the critical factors that contribute to a good HRD Climate?

1.4

Objectives of the study

1. To examine the nature of HRD Climate prevailing in the Networth Stock Broking Ltd. 2. To identify the nature of HRD system in the Networth Stock Broking Ltd. 3. To analyze the prevailing practices and various factors that will affect HRD Climate in Networth Stock Broking Ltd.

1.5 Research methodology

The methodology adopted for this study deserves a special mention. Firstly, the research studied various secondary sources of information. Then after discussed with the companys managerial personnel, the design is organised. An attempt to measure the HRD climate was based on certain dimensions. The choice of dimensions was based on descriptions of HRD climate by various employees.

1.5.1 Research design

For the study, Descriptive Research Design was undertaken as it draws the opinion of employees/ workers on a specific aspect.

1.5.2 Sampling
For this research work I have chosen Non- Probability Convenience Sampling because time limit for the completion of the work is limited and also managers and employees are not available all the time.

Sample size is 100 1.5.3 Data collection

Data for the present study is collected from two sources: a. Primary: - The first hand information is collected with the responses of questionnaire. For this purpose a questionnaire is given to the managerial staff of Networth Stock Broking Ltd.They were asked to choose the best alternative among the given alternatives, as per their knowledge, experience and observation. b. Secondary: - Secondary data had been collected from published sources like Journals Magazines, various newspapers and published books.

1.5.4 Tools & Techniques used

The importance given to human resources development in general by the top management and the line manager .the tool which I used for the study is OCTAPAC. The OCTAPAC items deal with the extent to which Openness,

Confrontation, Trust, Autonomy, Proactively, Authenticity and Collaboration are valued and promoted in the organization. The items dealing with HRD mechanisms measure the extent to which HRD mechanisms are implemented seriously.

1.5.5 Period of the study

The study duration for the completion of the project is only 45 days

1.5.6 Scope of the study

The study is limited to Networth Stock Broking Ltd. Questionnaires are administered to executives of Networth Stock Broking Ltd. The study is limited to OCTAPAC culture only.

1.5.7 Limitations of the study

1. The data given by a company is not full at times and the data given by the organization is not reliable 2. Limited study to OCTAPAC factors only, there may be other factors which may influence HRD climate 3. The results may not be generalized to a larger sample in other organizations as it is restricted to conditions in Networth Stock Broking Ltd