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    Presentation On HRD Sub-System: Presented By:-Akhil Srivastava Gulam Sarvar Nupur Sinha Pooja Gupta Vijaya Gautam

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    r2k_1990
    This document discusses the human resource development (HRD) sub-systems presented by Abhishek Singh and others. It identifies six main HRD sub-systems: 1) the career system which ensures attraction and retention through manpower planning, recruitment, career planning, etc. 2) the work system which utilizes human resources through performance management. 3) the development system which continuously develops employees through training, potential appraisal, and succession development. 4) the self-renewal system which renews the organization through interventions like surveys and retreats. 5) the culture system which builds a desired culture through vision/mission, values, and communication. Each subsystem carries out part of the overall HRD system task.

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    Presentation On HRD Sub-System: Presented By:-Akhil Srivastava Gulam Sarvar Nupur Sinha Pooja Gupta Vijaya Gautam

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    r2k_1990
    770 views12 pages
    This document discusses the human resource development (HRD) sub-systems presented by Abhishek Singh and others. It identifies six main HRD sub-systems: 1) the career system which ensures attraction and retention through manpower planning, recruitment, career planning, etc. 2) the work system which utilizes human resources through performance management. 3) the development system which continuously develops employees through training, potential appraisal, and succession development. 4) the self-renewal system which renews the organization through interventions like surveys and retreats. 5) the culture system which builds a desired culture through vision/mission, values, and communication. Each subsystem carries out part of the overall HRD system task.

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    This document discusses the human resource development (HRD) sub-systems presented by Abhishek Singh and others. It identifies six main HRD sub-systems: 1) the career system which ensures attraction and retention through manpower planning, recruitment, career planning, etc. 2) the work system which utilizes human resources through performance management. 3) the development system which continuously develops employees through training, potential appraisal, and succession development. 4) the self-renewal system which renews the organization through interventions like surveys and retreats. 5) the culture system which builds a desired culture through vision/mission, values, and communication. Each subsystem carries out part of the overall HRD system task.

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    Download as pptx, pdf, or txt
    770 views12 pages

    Presentation On HRD Sub-System: Presented By:-Akhil Srivastava Gulam Sarvar Nupur Sinha Pooja Gupta Vijaya Gautam

    Uploaded by

    r2k_1990
    This document discusses the human resource development (HRD) sub-systems presented by Abhishek Singh and others. It identifies six main HRD sub-systems: 1) the career system which ensures attraction and retention through manpower planning, recruitment, career planning, etc. 2) the work system which utilizes human resources through performance management. 3) the development system which continuously develops employees through training, potential appraisal, and succession development. 4) the self-renewal system which renews the organization through interventions like surveys and retreats. 5) the culture system which builds a desired culture through vision/mission, values, and communication. Each subsystem carries out part of the overall HRD system task.

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    Presentation

    On
    HRD Sub-System

    Presented By :-
    Abhishek Singh
    Akhil Srivastava
    Gulam Sarvar
    Nupur Sinha
    Pooja Gupta
    Vijaya Gautam
    INTRODUCTION
    Human Resource Development (HRD) is the framework for
    helping employees develop 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
     Organization development
    12-5

    Features of HRD

    HRD is a process by which the employees of an organisation are helped to


    help themselves and develop the organisation. It has the following features
     HRD is a system
     HRD is a planned process
     HRD involves the development of competencies at the
    Individual level
    Interpersonal level
    Group level
    Organizational level
     HRD is an inter disciplinary concept
     HRD is a way of improving the quality of working life

    HRD in India
    What is Sub-system?

    Each component is a subsystem of the original system and


    carries out a part of the system task.
    For example the human body represent a
    complete natural system the human body contain
    complex muscle,...
    12-15

    The contribution of HRD subsystems to


    development dimension
    Development HRD Subsystems Mechanism
    Dimensions

    Individual Training Career Planning Potential Appraisal and


    Development

      Feedback and coaching Rewards  


    performance

    Individual in the present Performance appraisal Training Feedback and performance


    role coaching

    Rewards

    Individual in regard to Potential appraisal and Training Performance appraisal


    likely future roles development
    Feedback and performance
    coaching

    Dyadic relationships Feedback and performance Performance Training


    coaching appraisal

    Teams & Teamwork Organisation development Training Team rewards

    Collaboration among Organisation development Training  


    different units/teams

    Self-renewing capability Performance appraisal Organisation Training


    and health of development
    organisation

    HRD in India
    HRD SUB- SYSTEMS

     Career system
     Work system
     Development system
     Self-renewal system
     Culture system
    CAREER SYSTEM:
     As an HRD system, career system ensures attraction
    and retention of human resources through the following
    sub-systems.
     
     Manpower planning
     Recruitment
     Career planning
     Succession planning
     Retention
    Work system:
    Work-planning system ensures that the attracted and
    retained human resources are utilized in the best
    possible way to obtain organizational objectives.
    Following are the sub systems of the work planning
    system.

    Role efficacy
    Performance plan
    Performance appraisal
    Promotion and Reward
    Job rotation
    DEVELOPMENT SYSTEM:
     The environmental situation and the business scenario is fast changing. The human
    resources within the organization have to raise up to the occasion and change
    accordingly if the organization wants to be in business. The development system
    ensures that the retained (career system) and utilized (work system) human
    resources are also continuously developed so that they are in a position to meet the
    emerging needs of the hour. Following are some of the developmental sub - systems
    of HRD that make sure that human resources in the organization are continuously
    developed.
     
     Induction

     Training

     Job enrichment
     Potential appraisal

     Succession Development

     Counselling

     Mentor system
    SELF-RENEWAL SYSTEM:
     It is not enough to develop individuals and teams in the
    organizations but occasionally there is a need to renew and
    regenerate the organization itself. Following are some of the
    sub systems that can be utilized to renew the organization.
     
    Organizational Development interventions
     Survey

     Action research

     Organizational Retreats
    CULTURE SYSTEM:
     Building a desired culture is of paramount importance in today’s changed
    business scenario. It is the culture that will give a sense of direction,
    purpose, togetherness, and teamwork. It is to be noted that whether an
    organization wants it or not along with the time common ways of doing
    things (culture) will emerge. If not planned carefully and built systematically
    such common traits may not help the business but may become a stumbling
    block. Hence it is very important to have cultural practices that facilitate
    business. Some of the culture building subsystems are given below:
     
     Vision, Mission and Goal
     Values

     Communication

     Get-togethers and celebrations

     Task forces

     Small Groups
    Thank you

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