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    HRD Vs

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    Sravanthi Mikkilneni
    HRD and OD have a cause and effect relationship. HRD includes opportunities like training, career development, and performance management to help employees develop skills. It has two major components - organization development and training & development. Organization development involves change management, team building, and restructuring to improve performance. An effective partnership between HR and OD provides objectivity, collaboration, and improved business results. The model at Hewlett Packard showed commitment to common goals led to successful partnerships with clear roles and mutual trust. For effective partnerships, HR and OD require capabilities like creating a common vision, strategic partnering, and challenging current processes.

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    HRD Vs

    Uploaded by

    Sravanthi Mikkilneni
    68 views13 pages
    HRD and OD have a cause and effect relationship. HRD includes opportunities like training, career development, and performance management to help employees develop skills. It has two major components - organization development and training & development. Organization development involves change management, team building, and restructuring to improve performance. An effective partnership between HR and OD provides objectivity, collaboration, and improved business results. The model at Hewlett Packard showed commitment to common goals led to successful partnerships with clear roles and mutual trust. For effective partnerships, HR and OD require capabilities like creating a common vision, strategic partnering, and challenging current processes.

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    HRD and OD have a cause and effect relationship. HRD includes opportunities like training, career development, and performance management to help employees develop skills. It has two major components - organization development and training & development. Organization development involves change management, team building, and restructuring to improve performance. An effective partnership between HR and OD provides objectivity, collaboration, and improved business results. The model at Hewlett Packard showed commitment to common goals led to successful partnerships with clear roles and mutual trust. For effective partnerships, HR and OD require capabilities like creating a common vision, strategic partnering, and challenging current processes.

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    68 views13 pages

    HRD Vs

    Uploaded by

    Sravanthi Mikkilneni
    HRD and OD have a cause and effect relationship. HRD includes opportunities like training, career development, and performance management to help employees develop skills. It has two major components - organization development and training & development. Organization development involves change management, team building, and restructuring to improve performance. An effective partnership between HR and OD provides objectivity, collaboration, and improved business results. The model at Hewlett Packard showed commitment to common goals led to successful partnerships with clear roles and mutual trust. For effective partnerships, HR and OD require capabilities like creating a common vision, strategic partnering, and challenging current processes.

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    of 13

    “HRD & OD….

    THE CAUSE AND


    EFFECT RELATION”

    TEAM B – THE TROUBLESHOOTERS


    TEAM MEMBERS:
    ANISHA
    DEVINA
    NEELAM
    SNEHA SHARMA
    SHRAVANTHI
    SHRUTI
    VIKRAMADITH B
    HUMAN RESOURCE
    DEVELOPMENT
    Ø Human Resource Development (HRD) is the
    framework for helping employees develop
    their personal and organizational skills,
    knowledge, and abilities.
    Ø
    Ø Human Resource Development includes
    opportunities such as employee training,
    employee career development, performance
    management and development,
    coaching, mentoring, succession planning,
    key employee identification, and
    organization development.

    OD sub set HRD
    Two major Components of
    HRD
    • Organization Development
    •

    • It is the process of systematically


    implementing organizational change for the
    purpose of improving performance.
    •

    • Training and Development


    •
    •It is the process of systematically developing

    expertise in individuals for the purpose of


    improving performance.
    •
    ORGANIZATIONAL
    DEVELOPMENT
    • The diagnosis and design of systems to assist an
    organization with planning change.
    •

    •Activities involved:
    •Change management

    •Team building

    •Quality of work life

    •Organizational Restructuring

    •Job Redesign

    •Job Enrichment
    HR BUSINESS PARTNERING
    CONCEPT BY DAVE ULRICH
    • EARLY STATE

    H U M A N R ESO U R C ES
    O R G A N IZ A T IO N D E V E L O P M E N T
    - Recruiting
    - Change Management
    - Data Management
    - FacilitationDesign
    - ConflictManagement
    - FacilitationTools
    - Compensation
    - Extension of T & D
    - Legal Issues
    - Assoc . / Team Development
    - Culture modelling
    - Leadership Development
    - Performance Appraisal
    HR BUSINESS PARTNERING
    CONCEPT BY DAVE ULRICH
    •EFFECTIVE PARTNERSHIP BETWEEN HR AND OD
    =
    •Objectivity, Collaboration, Change Agents, Theory To

    Practice; Idea Sharing; Practitioners, Consultants,


    Improved Business Results; Energized Teams;
    Happy Humans!!!! CURRENT STATE
    •

    OD
    HR EFFECTIVE INTERVENTIONI
    GENERALIST PARTNERSHI ST
    P
    MODEL AT HEWLETT
    PACKARD
    COMMITMENT
    TO COMMON
    BUSINESS
    OBJECTIVES

    Blame, inability to Duplication,


    deal with areas of gaps
    joint concern inefficiency
    SUCCESSFUL
    PARTNERSHIP
    CLEAR ROLES MUTUAL
    AND HAND TRUST
    OVERS

    Ineffectiveness :
    failure to meet
    business needs
    REFERENCE:h ttps:/www.bathconsultancygroup.com/the_benefits_
    of_partnership_for_od_and_hr.
    HR AND OD CAPABILITY
    REQUIREMENTS EFFECTIVE
    PARTNERSHIP
    FUTURE

    CREA
    TING
    COMM KNOWN

    UNKNOWN
    ON
    VISI
    ON

    CURRENT

    DEVELOPING MUTUAL
    TRUST
    HR AND OD CAPABILITY
    REQUIREMENTS MODEL
    Ø WIDENING THE ARENA: Looking to future business
    needs, having excellent business credibility and
    working on strategic change, capability planning
    and workforce strategy.
    Ø
    Ø STRATEGIC PARTNERING: To provide support (by
    the use of efficient policies) when the culture of
    the organization is radically changing.
    Ø
    Ø SOLUTIONS PROVIDER: Not just providing process
    and facilitation skills but also looking into the
    future organizational needs.
    Ø
    Ø INCREASING THE CHALLENGE: Noticing and being
    able to challenge what is going on “here and
    now”(HR processes affecting OD interventions).
    •
    TAKEAWAY(s)?
    •

    •
    Thank you!!!

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