BY :- PARTH

SARTHI
MBA ( HR )
HUMAN RESOURCE DEVELOPMENT
 H R D -- PROCESS

Every work has two dimension:-

1) Substantive- To decide “What To Do”

2) Procedural Process- To decide “How
To Do”
 AT PERSONAL LEVEL
( Existential PROCESS )

1)How individual perceives

his Environment?
2)How does he interacts
with other?
 AT INTER PERSONAL LEVEL
(THE EMPATHIC PROCESS)

1) How does he reach out to the other person and

establishes a relation with him

2) Communication, conflict, cooperation and competition

 AT ROLE LEVEL
( THE COPING PROCESS )

Every individual is required to cope with various

pressures and stresses in relation to his role in the
organisation
 AT GROUP LEVEL
( BUILDING PROCESS )

1) How different group form themselves as distinct entities in

the organisation?
2) how do they become cohesive and strong and how can they
effectively contribute to the organisation goals?
 AT INTER GROUP LEVEL
( COLLABORATIVE & COMPETITIVE PROCESS )

1) Positive Competition:- standard performance and achievement

2) Negative Competition:- Prevents from attaining goals.
 AT ORGANISATIONAL
LEVEL
( THE GROWTH PROCESS )

ORGANISATIONAL
CLIMATE,CHANGE
 H`RD MECHANISM

MANPOWER PLANNING

PERFORMANCE APPRAISAL & FEEDBACK`

TRAINING , EDUCATION & DEVELOPMENT
POTENTIAL APPRAISAL & PROMOTION
CAREER DEVELOPMENT & PLANNING
ROLE ANALYSIS AND ROLE DEVELOPMENT
PARTICIPATIVE DEVICES
INDUSTRIAL RELATIONS`
 MA NPOWER PLANNING

• Assessment of manpower need

•Manpower audit
 PERFORMANCE APPRAISAL
& FEEDBACK

q APPRAISAL BY BOSS,
SUPERVISOR
qA P P R A IS A Letc
IN T E R V IE W
1) IMPROVEMENT IN WORKER’S BEHAVIOR WITH PEERS & SUPERIOR
2) DEVELOPMENT OF “WE” FEELING INSTEAD OF “I” FEELING.
3) DECREASE IN THE HABIT OF HIDING ONE’S OWN MISTAKES AND
HIGHLIGHTING OF OTHER’S
4) INCREASED AWARENESS
 POTENTIAL APPRAISAL
&PROMOTION`

IDENTIFYING POTENTIALOF AN
EMPLOYEE FOR FUTURE DEVELOPMENT
PARTICIPATIVE DEVICES

1) BI- PARTITE MEETINGS

2) INFORMATION SHARING
3) TASK FORCES
INDUSTRIAL RELATIONS

GOOD IRs BASED ON MUTUAL TRUST AND GOODWILL MAKE

THE EXECUTION OF HRD PROGRAMMES EASILY
 HRD - OUTCOMES

1) People become more competent.

2) People understand their roles better.
3) People develop greater trust and respect for others.
4) There is a greater collaboration and teamwork
5) Generation of “Problem- Solving Capabilities”
6) The top management becomes more sensitive to employee’s problem
and human processes due to increased openness in the communication `
 B IB LO G R A P H Y

 TH R O U G H H R D B O O K BY
P . C . . T R IP A T H Y
 V ID E O F R O M Y O U T U B E
IM A G E S T H R O U G H G O O G L E S E A R
WHAT THE PROBLEM IS?
&
HOW HRD RESOLVE IT?
H U M A N RESOURCE
D E V E LO P M E N T
 BY :- PARTHSARTHI
MBA ( HR )
arthsarthiverma@gmail . co
F.M.S
GURUKUL KANGRI VISHWAVIDYALAYA
HARDWAR