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 have paid more attention or performance appraisal. However, in many cases in the absence of performance coaching performance appraisal or management system becomes a ritual. Larsen and Toubro, State Bank of India (SBI), and Crompton-Greaves were amongst the fist companies to adopt a systematic performance coaching.
2) Career System :
2) Career System :
Career systems are concerned with the advancement of the individual employees in their careers in the organization. The first step is taken by introducing career development plans so that employees joining at an any point are helped t go through various experiences which may help them to move up in the organization and may give them opportunities to prove themselves capable of taking up higher responsibilities. For example, ITC prepares a career development plan for each employee within the framework of the organization’s business plans. The first input is a “base plan” under which each unit prepares a checklist of minimum common inputs that should be made available to each executive in the first ten years (approximately) of his growth, from induction through secondments, and specialized programmes to general development programmes and interpersonal effectiveness labs. Career planning is concerned
With charting career paths for the individual employees who have spent enough time in the organization, and have proved their competence. Succession planning is a part of this type of career planning. One of the most successful succession planning systems is in Hindustan Lever, where succession plans are prepared for all key roles several years in advance.
With charting career paths for the individual employees who have spent enough time in the organization, and have proved their competence. Succession planning is a part of this type of career planning. One of the most successful succession planning systems is in Hindustan Lever, where succession plans are prepared for all key roles several years in advance.
The third element, which has been used only in a few organizations in India, is mentoring that ensures individual attention to young potential employees (protégées) for their possible fast growth in the organization.
3) Reinforcement System :
A very important motivation factor for people joining and continuing is an organization is the kind of work they get, and whether they are valued in the organization. Unless the organization satisfies one of the basic psychological needs of being valued and appreciated, people may not like to continue there. One indicator of being valued is the recognition received by the employees for their contribution and their special strengths. Rewards perform this function. In general, individuals tend to do whatever is rewarded in a system. Rewards can reinforce (strengthen) the desired behaviors in a system. If psychophancy is rewarded, people will spend their energy in pleasing individuals in power. If performance is rewarded, people will spend their energy in pleading individuals in power. If performance is rewarded, people will attempt to have high performance. Rewards can reinforce the values and other norms in an organization. Reward system is a powerful tool, but is complex and needs to be used with care and adequate planning.
4) Development system :
One important function of the organization is to develop individuals, roles and teams. The training system is probably the oldest and most well known element of HRD, used for development, and does not require much discussion. The other modes of development are coaching and mentoring, placement and role change, OD interventions, autonomous work groups etc. Although training has been used for development of employees for a long time in all organizations, it is being very inadequately treated in most organizations. Identification of training needs, preparation of a training strategy, development of training methods (pedagogy), curriculum designing (to meet specific needs), evaluation and follow-up, and post-training work need systematic attention for human resource development. Although large budgets are spent on training, training is not taken seriously. Training can be an effective instrument of change. Details of training as a part of HRD, with emphasis on strategy and systems, and with examples from some organizations in the Asian countries, can be found in Lynton and Pareek (2000).
5) Culture System :
Culture System has remained the most neglected part of HRD, but has attract some attention in the last few years. Interest in culture has been aroused by the examples of Japanese successes. Some organizations in India have adopted Japanese practices, notable among them being Maruti Udyog and Sundaram Clayton. Maruti Udyog adopted some practices because of the positive pressure of Suzuki. These practices are a 7 hours 45 minutes shift, zero- defect production, cost cutting, and discipline. This helped in the development of a new organizational culture. Organizational culture can be defined as cumulative ways of thinking and behaving which the values, attitudes, rituals, and sanctions in an organization shape. Operationally, development of culture would involve developing a strong corporate identity, development of important values, building healthy traditions and developing consistent management practices. Cultural system are concerned with development of appropriate organizational culture. Creating conducing organizational climate. Improving communication and evolving effective reward systems. It is to be noted that whatever is rewarded in an organization gets reinforced. Therefore, a reward system (including incentives) both for individuals and teams deserves careful attention. Rewards can facilitate and promote good work but if not designed properly, can do a great deal of harm to the organization. Systematic attention has been given to the reward systems in the construction group of L & T, where a need-based system was evolved.
Organization climate is another concept close to culture that has received attention in recent years. Different approaches have been adopted to create a climate conducive to work. An instrument for assessing appropriate HRD climate has been developed and used in many organizations and some instruments to measure ethos and, atmosphere are available. Development of appropriate culture has attracted a great deal of academic attention in the past few years. Some companies have paid deliberate attention to developing an appropriate culture (viz. C-Dot, Modi Zerox, Sundaram Clayton, Eicher). Some have made attempts to improve their cultures viz. Procter and Gamble, Ballarpur Industries Ltd., Indian Farmer Fertilizer Cooperative (IFFCO). Development of culture takes a long time and involves complex processes. The following aspects deserve attention in this regard.
a) Strong Corporate Identity : The sense of identity with the organization develops when the employees have a sense of belonging, and they feel proud to belong to the organization. Identify develops as a result of interaction of the employees with the organization. The following action ideas help in developing strong corporate identity.
1) Developing an attractive booklet, giving basic information about the company. Indo-Burma Petroleum Company (IBP Co.) and several other organizations have developed good induction material.
2) Films on successes experiences in organizations, if shown on special occasions, may help build corporate identity. “Manthan” directed by Shyam Benegal for NDDB is a good example of such a film. By inviting suggestions from the key divisions of an organization, the HRD Department cam prepares a list of such video films to be developed.
3) Company newsletters giving information about business development and significant information about the employees are being published by many organizations.
4) Mobility of people (Corporate field, division-unit, inter-division) has been used among other things for the development of organizational identity.
4) Mobility of people (Corporate field, division-unit, inter-division) has been used among other things for the development of organizational identity.
b) Developing Important Values: Values related to organizational culture, such as values of excellence and human consideration do not develop through mere didactic exercises like lectures, talks, or writing, but by demonstrating these values in action by the key role holders. The following practices have helped the development of relevant values.
1) Survey feedback of values in particular feedback on the gap between “espoused values” and “values of action” as reflected in the management practices. Seminars can be held at different levels to deal with the data generated on these gaps.
2) Special value-orientation programmes in developing appropriate values, in which, instead of teaching what values are good, the progamme helps participants to examine the relevance and functionality of certain values and openly questions and discusses the desirable value system and the one that they see in action. Such programs on values without hesitation, by examining openly and frankly the desirability of a different value system, and also by developing specific ideas of practicing such values in the workplace.
3) Examining the various operating systems in the organization. As for example, a content analysis of the budgetary, MIS, appraisal, promotion, career planning and rewards system can indicate what values the reinforce. The Concerned groups can them examine the data for insight and development of appropriate action plan(s).
4) Special OD intervention in developing collaboration and concern for excellence may help in anchoring appropriate value orientation through such exercises as team building, achievement and extension motivation programmes and so on.
c) Building Healthy Traditions and Practices: Traditions in an organization are built on the basis of important rituals. Rituals of celebrations associated with the transition of people from one state to another are important avenues for identifying a culture. In Indian society for example, about 16 rituals are associated with transition from one phase of life to another. These rituals do contribute to the development of social, and family traditions. Attention should be given to the identification of functional rituals within the organization. Some interesting practices have already been found useful in some companies.
c) Building Healthy Traditions and Practices: Traditions in an organization are built on the basis of important rituals. Rituals of celebrations associated with the transition of people from one state to another are important avenues for identifying a culture. In Indian society for example, about 16 rituals are associated with transition from one phase of life to another. These rituals do contribute to the development of social, and family traditions. Attention should be given to the identification of functional rituals within the organization. Some interesting practices have already been found useful in some companies.
1) Induction programme for new entrants help the employees to develop a sense of belonging. Detailed planning is needed to help them develop pride and joy in becoming a member of the company that will reinforce the sense of belonging and identification with the company. Sundaram Clayton’s “acculturation workshops” for new entrants are very well designed and exemplary.
2) Promotions need to be treated as an important event of transition of a person from one stage to another. Instead of only written communication of promotion, a face-to-face conversation with the concerned chief may be useful, before it is communicated in writing; the information of promotion is shared with the concerned employee along with its implications.
3) Rituals associated with old age and retirement of people should also receive due attention from the HRD wing. The Malayala Manorama group has evolved some rituals associated with an employee’s death and old age. For example, “senior members” (employees having completed certain years of service) are taken free on a Bharat darshan trip along with their spouses. (“Senior couples.”).
4) The exceptional behaviour of an employee in helping the organization or in solving different problems and so on, must be recognized, rewarded and made visible. This may help to develop the tradition of indulging in such behaviour more frequently. People fine reasons to repeat a behaviour that is rewarded, and thereby, they are reinforced by the organization. A behaviour repeated by one is internalized over a period of time, and these internalize materials in the collective sense from a sub-culture and eventually integrate with the culture in the organization.
5) Celebrations of incidents significant to individual employees and the organization are important. Some interesting experiences in some organizations have shown that these may help not only to develop a strong organizational identification and thereby contribute to culture, but may also make organizations more akin to the Indian culture in a broader sense. Following are two such examples. Petrifies. A successful and fast expanding company in the joint sector has been using rituals involving the top management, the employees, and their families. For instance, record breaking performances are celebrated by rewarding everyone in the company, so as to symbolize the contribution of all the employees. Transition from one productive year to the next is marked by a committee of employees selecting a gift for everyone. For example, in 1985, a new record for sales was set, when a profit of Rs. 36 crores on an investment of Rs. 67 cores was made. That year everyone took home a mixer-grinder. A number of such rituals are being designed, and care is taken to ensure that they remain meaningful and do not degenerate into mechanistic rituals. Another interesting ritual is the celebration of birthdays in the Board room for all employees, from the Chairman to the Khalasi (helper), to strengthen the feeling of the company being a family. Everyone is given a gift worth Rs.51 and the item for the year is selected by a group of about 40 employees.
Steel Tubes of India (STI) has evolved a governance-system suited to the Indian culture, consisting of joint committees (representatives of management and workers, elected by the entire work force) and Jan Sabha (representing elected members, departmental councils, best workers awarded during the past seven years, employees with over 20 years service, senior managers, departmental heads and directors of the company).
c) Communication: Many organization have paid attention to communication. Over the years, some innovative and successful practices have been evolved in a number of Indian organizations. For example, in BHEL (Bhopal unit), management Employees Communication Meeting (MECOMs) have been effectively uses. A MECOM as an open forum, in which more than 700 persons participate. It has contributed to mutual sharing of information and concerns and better understanding between management and employees. It has helped in effective implementation of decisions. Establishing this system was not easy: a great deal of OD work had to be done prior to and during the evolution of MECOM.
In Tata Iron and Steel Company (TISCO) the Chairman keep communication with his employees by answering every letter that is addressed to him (some 80,000 per year) and has an open hose at his residence between 7 and 9 every morning where anyone can walk in and discuss personal of work-related problems. He also holds dialogues with large groups, sometimes consisting of as many as 2500 persons. A very systematic attention has been paid to communication in VST Industries (including regular business – related communication with the union) with great benefits.
Communication ensures the flow of goal-oriented information and massages between different individuals and groups, in all directions, to help them perform their roles more effectively. Communication minimizes distortion of information (studies have shown that in downward communication the information loss. In terms of original massages is about 40 percent by the time i4 it reaches GMs, 60 percent by the time plant manager receive it. 70 percent by the time general foremen get it, and the loss is high as 80 percent by the time it reaches the worker). Communication also minimizes hierarchical and psychological distance and maximizes collaboration amongst individuals and teams in an organization. More specifically, the following are the objectives of communication in an organization; information sharing, feedback, control, influence, problem solving, decision making, facilitating change, and facilitating group development. There are mainly four directions of organizational communication:
i) Downward communication: The following types of communications are suggested along with some mechanisms
Communication ensures the flow of goal-oriented information and massages between different individuals and groups, in all directions, to help them perform their roles more effectively. Communication minimizes distortion of information (studies have shown that in downward communication the information loss. In terms of original massages is about 40 percent by the time i4 it reaches GMs, 60 percent by the time plant manager receive it. 70 percent by the time general foremen get it, and the loss is high as 80 percent by the time it reaches the worker). Communication also minimizes hierarchical and psychological distance and maximizes collaboration amongst individuals and teams in an organization. More specifically, the following are the objectives of communication in an organization; information sharing, feedback, control, influence, problem solving, decision making, facilitating change, and facilitating group development. There are mainly four directions of organizational communication:
i) Downward communication: The following types of communications are suggested along with some mechanisms
a) Diffusion of routine information: This can be better done though circulars, bulletin boards and so on.
b) Diffusion of procedural information: This can be done by circulars, especially prepared notebooks and manuals.
c) Socialization: As already suggested, socialization of individuals in the value system of the company should be done through induction booklets, special programmes, and meetings. Sharing of information from higher levels with the employees may also help employees to feel they are a part of the organization.
d) Job-related information: This needs to be done by interpersonal communication between the job holder and his reporting officer.
e) Feedback on individual performance: The most effective way of this communication is the appraisal review and coaching meeting held on the basis of performance appraisal results.
f) Employee development: Employee development is done through dyadic communication, base on trust. between a manager and his employee, training programmes and group meeting. A more effective communication for development is by the model set by senior managers.
ii) Upward communication: Upward communication is as necessary as downward communication. There are several purposes for such communication. These are suggested below, along with possible mechanisms of developing them.
1) Management control: use of Management information ensuring regular flow of information helps in achieving effective management control.
2) Feedback: Feedback from lower levels to higher levels is very useful. Such feedback can be provided by use of special questionnaires and interviews. Exit interviews conducted when people are leaving the organization are used for feedback on important aspects which the people at higher level must know.
3) Problem solving and involvement: The effective mechanism for solving person related problems of lower level management by the higher levels are grievance procedures and periodical meeting called by the higher level management. Another good method which may help the people at lower levels in the organization to participate in problem solving is a suggestion scheme, which however, needs to be well designed, properly executed, and periodically reviewed to save if from becoming ritualistic. A small Task Force may be constituted to prepare a scheme, and monitor it for sometime. Periodical meeting allowing all employees to express their feelings and give feedback to the management, to help them to take follow up action on problems has been found to be useful in some organizations. VST industries have introduced the scheme in a planned way (Vidysagar, in NHN, 1989 : 150).
a) Experience sharing: Functional group meeting (like, those of Finance, HRD, R&D, EDP people and others) from different business groups, along with other relevant people from the corporate departments may be helpful.
a) Experience sharing: Functional group meeting (like, those of Finance, HRD, R&D, EDP people and others) from different business groups, along with other relevant people from the corporate departments may be helpful.
b) Problem solving: Participation of people from different business groups in solving common problems can be achieved by setting up a special Task force (group to workout details and in many cases, t implement action plans) and a problem clinic (group to diagnose problems and suggest alternative solutions, using special techniques of diagnosis).
c) Coordination: Standing committees are meant are meant to make coordination more effective.
iii) External communication: Communication with external agencies, like, current and potential customers, government agencies, competitors and potential collaborators, resource providers (banks and financial institutions) is very important, but often gets little attention. The following purposes can be served by suggested mechanisms:
a) Image building: Annual reports, balance sheets, brochures, advertisements and the like are important mechanisms, deserving detailed planning in terms of form and content. Participation of Company Executive in professional bodies like, Management Associations, Champers of Commerce Sub-Committees also help significantly.
iii) External communication: Communication with external agencies, like, current and potential customers, government agencies, competitors and potential collaborators, resource providers (banks and financial institutions) is very important, but often gets little attention. The following purposes can be served by suggested mechanisms:
a) Image building: Annual reports, balance sheets, brochures, advertisements and the like are important mechanisms, deserving detailed planning in terms of form and content. Participation of Company Executive in professional bodies like, Management Associations, Champers of Commerce Sub-Committees also help significantly.
b) Credibility building: Balance Sheet and correspondence (Prompt, purposive, and process) contribute to the credibility of the company.
c) Influencing: An organization should not shy away from its role of influencing policies and decisions in the concerned industries and other forums. Well-prepared dialogue by the top management and participation in conferences and forums must receive the attention they deserve. One general weakness of Indian companies is the lack of expertise and seriousness in influencing external agencies. One of the most important roles of Corporate Management is to develop an aggressive (in the positive sense) posture and competence to deal with critical issues. This ability has been amply demonstrated by many organizations.
5) Self-renewal system: An organization should be concerned not only with its growth, but also with its health. It needs to diagnose its problems from time-to-time and take steps to develop new competencies to cope with the various problems and challenges it would be facing. This can be done through action research that is concerned with development of competencies through effective teams to diagnose the problems and initiate the process of collaborative work the deal with such problems. In OD, the focus is on developing process competency to increase organizational effectiveness. Organization Development (OD) aims at maintaining profiles of organizational health, monitoring organizational health, assisting sick departments, helping interested units and departments in self-renewal, conflict management, creation of strong teams and so on, and establishing processes that build a climate to promote enabling capabilities in the organization. Organization Development in the earlier years, mainly in the 1960s (and partly in the 1970s), was T-group-based. Most of the OD interventions in organizations started with deep process work beginning at the top level. OD has now widened considerably. It is no more confined to managers; OD has been attempted with workers also. Attention has also been given to organizational learning, to develop the competence of an organization to
analyse its experience and learn from it. The third aspect of self-renewal is research orientation in HRD, which means consciously and continually collecting data in order to understand the various issues, and designing on-going interventions based on such data. For example, data were collected and used effectively in L&T on the working of the appraisal system including counseling. Such data can help to improve implementation of the appraisal system. HRD related research is important; it helps in analyzing data and information generated by the HRD sub-systems. HRD in L&T has already established the orientation and several other organizations are in the process of introducing such “Research-orientation”. For example, data related to HRD are being systematically analysed in Eicher on regular basis.
OD has generally neglected blue-collar workers and worker organizations. OD should also be concerned with management of collective power. Traditionally industrial relations have been dealt in the framework of Industrial and labour laws. Unions and associations of employees use collective power to bargain with the organizations. Although this aspect is undergoing a lot of a change, it is still very important, needing a different approach. The pioneering work by Nitish De (1984) on autonomous work groups, and involving workers in OD programmes is a good example.
5) Self-renewal system: An organization should be concerned not only with its growth, but also with its health. It needs to diagnose its problems from time-to-time and take steps to develop new competencies to cope with the various problems and challenges it would be facing. This can be done through action research that is concerned with development of competencies through effective teams to diagnose the problems and initiate the process of collaborative work the deal with such problems. In OD, the focus is on developing process competency to increase organizational effectiveness. Organization Development (OD) aims at maintaining profiles of organizational health, monitoring organizational health, assisting sick departments, helping interested units and departments in self-renewal, conflict management, creation of strong teams and so on, and establishing processes that build a climate to promote enabling capabilities in the organization. Organization Development in the earlier years, mainly in the 1960s (and partly in the 1970s), was T-group-based. Most of the OD interventions in organizations started with deep process work beginning at the top level. OD has now widened considerably. It is no more confined to managers; OD has been attempted with workers also. Attention has also been given to organizational learning, to develop the competence of an organization to
analyse its experience and learn from it. The third aspect of self-renewal is research orientation in HRD, which means consciously and continually collecting data in order to understand the various issues, and designing on-going interventions based on such data. For example, data were collected and used effectively in L&T on the working of the appraisal system including counseling. Such data can help to improve implementation of the appraisal system. HRD related research is important; it helps in analyzing data and information generated by the HRD sub-systems. HRD in L&T has already established the orientation and several other organizations are in the process of introducing such “Research-orientation”. For example, data related to HRD are being systematically analysed in Eicher on regular basis.
OD has generally neglected blue-collar workers and worker organizations. OD should also be concerned with management of collective power. Traditionally industrial relations have been dealt in the framework of Industrial and labour laws. Unions and associations of employees use collective power to bargain with the organizations. Although this aspect is undergoing a lot of a change, it is still very important, needing a different approach. The pioneering work by Nitish De (1984) on autonomous work groups, and involving workers in OD programmes is a good example.
