WHAT IS STRATEGY?

"Strategy is the direction and scope of an organization over the long-term: which achieves advantage for the

organization through its configuration of resources within a challenging environment, to meet the set goals and obectives of the organization".

WHAT IS HRD STRATEGIES?

It deals with strategies of attracting, retaining, developing, motivating and utilizing employees and their competencies for effective organizational functioning and growth.
These dimensions meets only the organizational short term goals. Several more components are required to meet the organizations long term goals.

Components of HRD Strategies:

There are eight components considered for strategic intervention. 1. Communication 2. Employee engagement 3. Quality orientation 4. Customer orientation 5. Efficiency 6. Entrepreneurial spirit 7. Culture building 8. Talent management

HRD STRATEGIES POINTS DISTRINUTION IN HRD SCORE CARD 2500

Communication (20 pts.)

COMPONENTS 1. Continuous communication with employees and their families.(12 pts.) INDICATORS Employees awareness at all levels of the companys present and future plans (4 pts.) The employees families awareness about the same(4 pts.) Mechanism to ensure communication of and by the company to employees and their families (4 pts.) CHECK

Methodology:
1. Interview 2. Documents and secondary data 3. Questionnaire data

COMPONENTS

INDICATORS Communitys awareness about the companys activities . (4 pts.) Company's systems of communicating to the society.(4 pts.)

CHECK

2.

Continuous communication with the community.(8 pts.)

Methodology:
1. Interview 2. Documents and secondary data 3. Questionnaire data

Employee Engagement (20 pts.)

It is a heightened emotional connection that an employee

feels for his/her organization . High level of employee engagement correlates to individual , group , and corporate performance in areas such as ; 1. Retention 2. Turnover 3. Productivity 4. Customer service 5. Loyalty

COMPONENTS 1. Engagement (8 pts.)

INDICATORS Trust & integrity (1 pts.) Nature of the job (1 pts.) Line of sight (1 pts.) Career growth opportunities (1 pts.) Pride about the company (1 pts.) Coworkers relations (1 pts.) Employee development (1 pts.) Relationship with ones manager (1 pts.)

CHECK

Methodology:
1. Interview 2. Documents and secondary data 3. Questionnaire data

COMPONENTS 2. Ownership (6 pts.)

INDICATORS HRD system and process to enhance a feeing of ownership among employees (2 pts.) Effective implementation of the system (2 pts.) Innovative approaches to enhance ownership and scope for improving these systems for further ownership among employees (2 pts.)

CHECK

Methodology:
1. Interview 2. Documents and secondary data 3. Questionnaire data

COMPONENTS 3. Commitment (6 pts.)

INDICATORS HRD system and process to enhance commitment of employees (2 pts.) Effective implementation of the system (2 pts.) Innovative approaches to enhance commitment and scope for improving these systems to further enhance commitments among employees (2 pts.)

CHECK

Methodology:
1. Interview 2. Documents and secondary data 3. Questionnaire data

Quality Orientation (20 pts.)

COMPONENTS 1. Quality (20 pts.) INDICATORS Quality consciousness in every employee (4 pts.) Quality certification (4 pts.) HR strategy aiming at total quality and quality related system in use(4 pts.) Tolerance level of poor quality of internal customer (4 pts.) Feedback from external customers about quality of product/services provided (4 pts.) CHECK

Methodology:
1. Interview 2. Documents and secondary data 3. Questionnaire data

Customer orientation (20 pts.)

COMPONENTS 1. Customer orientation (20 pts.) INDICATORS Regular external customer satisfaction survey (6 pts.) Regular internal customer satisfaction survey (4 pts.) HR strategies to ink employee satisfaction with customer satisfaction (6 pts.) Adequacies or inadequacies of these HR strategies (4 pts.) CHECK

Methodology:
1. Interview 2. Documents and secondary data 3. Questionnaire data

Efficiency (20 pts.)

COMPONENTS 1. Efficiency (20 pts.) INDICATORS Laid down operational & process efficiency policies and norms (4 pts.) Effective implementation of the same (4 pts.) HR strategies linking each and every employee with efficiency and value addition activities (4 pts.) Total employee involvement in operational or process efficiency management (4 pts.) Renewal and review mechanism (4 pts.) CHECK

Methodology:
1. Interview 2. Documents and secondary data 3. Questionnaire data

Entrepreneurial spirit (20 pts.)

COMPONENTS 1. Developing an entrepreneurial spirit among all employees (20 pts.) INDICATORS Full autonomy of tasks to employees and encouragement of risk and initiatives. Decentralization as culture (4 pts.) Thinking of ROI and cost effectiveness by all employees. ROI mindset in all activities (4 pts.) Service orientation on the part of employees (4 pts.) HR systems and OD interventions encourage making business plan and entrepreneurial thinking (4 pts.) Promotion of training in achievement motivation ,entrepreneurship training (4 pts.) CHECK

Methodology:
1. Interview 2. Documents and secondary data 3. Questionnaire data

Culture building (20 pts.)

COMPONENTS 1. OCTAPACE Culture (20 pts.) INDICATORS HR policies to address OCTAPACE goals (5 pts.) Effective implementation of these process (5 pts.) HR strategies and system to encourage culture building (5 pts.) Adequacies/inadequacies of culture (5 pts.) CHECK

Methodology:
1. Interview 2. Documents and secondary data 3. Questionnaire data

Talent Management (20 pts.)

COMPONENTS INDICATORS CHECK 1. Talent Management and There is a definite strategy to attract strategies (20 pts.) talent (4 pts.) There are well planned strategies to retain talent (4 pts.) There are definite strategies to utilize talent (4 pts.) There are well thought out strategies to develop talent (4 pts.) Succession planning and other talent management strategies are present (4 pts.)

Methodology:
1. Interview 2. Documents and secondary data 3. Questionnaire data

HRD System Maturity Score =1000

901-1000 801-900 701-800 601-700 501-600 401-500 301-400 201-300 101-200 >101 U A* (highest) A (very high) B* ( high) B (moderately high) C* (moderate) C (moderately low) D* (low) D (very low) F (not at all recent) F* Ungraded