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Development of Human Resources


•HRM has three sub system namely administrative, developmental (HRD) and maintenance.

•HRD is defined as the Organisational learning experience in a definite time period to increase the possibility of improving job performance growth.

•Specific goals of HRD is to develop

1.Capabilities of the employee for present/future job role

2.Dyadic relationship between employee and supervisor

3.Team spirit and functioning

4.Collaboration  among different units of the Organisation

5.Organisation’s overall health

Tools of HRD

1.Training and Development

2.Performance appraisal and Counselling

3.Organisational Development

4.Human Resources Information System

Training includes importing of knowledge, enhancement of skills and up gradation of attitude. Training system is established by 1.Identification of training needs

2.Conducting the training

3.Evaluation of training

4.Selection and development of trainers

•Attitude can be defined as a persistent tendency to feel and behave in a particular way towards some object.

•It is very difficult to change the attitude but can be changed slowly and slowly

1.By providing new/ correct information

2.Through use of fear/award

3.By resolving the discrepancy between attitude and behaviour

4.Influence of friends, peers and opinion leaders

5.Due to personal interest

6.By co opting (means taking people along in improving things)

Career Planning

1.After initial excitement, individuals are disillusioned

2.Mismatch between expectation and actual events could lead to frustration

•Career planning is a sub system of HRD. Its ingredients are

1.Laying down of Benchmarks at critical stages

2.Career path is a facility for growth and not a right for advancement

3.Career path is known to the employees at the time of the entry in the Organisation

4.Flexible to accommodate variations in the given circumstances

5.-4- stages of career are apprentice (entry), colleague (mid), mentor (RM) and sponsors (Top Management)

•Self Development refers to developing a mature personality who can handle different tasks with comparative ease. Self includes patent (external) self and inner self (Behaviour, pattern, values, strength and weaknesses)  •Development level depends on following factors: 1.Individual level- Motivation, locus of control and power base 2.Interpersonal level- Transaction analysis (Parent, adult and child)

     (I am ok, you are ok. I am ok, you are not ok, I am not ok, you are ok, I

       am not ok, u are not ok)

3. Group level- Being effective member in the Group. Group behaviour consists of

1.Forming (aware of team goals and jobs and its role)

2.Storming (Conflict Management)

3.Conforming (adjusting)

4.Performing (Behave in mature fashion) 

Effect Known to self Not known to self
Known to others Arena Blind
Not known to others Closed Dark

Self awareness Chart. If Arena space (Known to self, known to others) is more, personal efficacy will be more.

EMOTIONAL QUOTIENT (EQ) is more important than IQ for success in life. It includes self regulation, self motivation, empathy and social skills.

Morale refers to the spirit of a person or group which is dependant on a number of intangible factors within the organisation . Employees moral booster are

1.Welcome ideas

2.Keep scoring

3.Thank You notes


5.Open up

6.Have fun

7.Show charity

8.Additional perks

9.Firing of erring staff

The management’s belief system on following points are significant:

1.Human resources are most important assets

2.Human Resources can be developed up to unlimited extent.

3.A healthy, transparent and just climate is necessary to develop Human Resources

4.Human Resources can feel a sense of belongingness if treated properly and the Organisation takes care of their basic needs. 5.It is the Manager’s duty to ensure growth of his/her employees.

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