Human Resource

“Human Resource Development” is a philosophy of the management.

It is the reflection of the basic belief of an organization about its people.

Moving to the concept of “ Human Resource” involves a shift from the

old approach of direction and control to the new paradigm of
Involvement and Self Development. HRD is a continuous process and
that, however, is not magic

Essence of “ Human Resource Development” is a belief that “ to be

human is to be a resource that can always be developed”.

We, are, therefore, concerned with providing opportunity to human

resources, where people can develop, if they want to.
 Human Resource …….contd.

Human Resource Management, means creating conditions where

People can engage with task and continuously develop.

HRM systems are those processes and procedures which have been
set up to make HRM effective so that the philosophy of human resources
(i.e the beliefs) becomes a reality. That means, for an effective human
resource environment, it is important that along with Training and
Development, appropriate HRM systems are developed and practised in
true spirit.

A brilliant strategy may end up in a failure if one cannot get people to

rally round the strategy and pull together all functional strategies.
In order to convert this dream to reality, we need to
appreciate another critical point. Unlike many other functions,
only a “ Manager – Human Resource” cannot develop
manpower within an organization.

Until and unless HR philosophies are internalized and shared

by the senior team, practised in true sense, systems are
implemented in right spirit, developmental inputs will sound
like hollow promises. Therefore, it is essential that the line
managers along with HR managers also believe in, take
moral responsibility and ownership of development of their
people, in their own departments, to make HR initiatives
effective and meaningful..
 INTEGRATIVE APPROACH TO HRM – VERTICAL INTEGRATION
ENVIRONMENTAL ANALYSIS

ENVIRONMENT (OUTSIDE) RESOURCE AUDIT (INSIDE)

SCAN OPPORTUNITIES AND THREATS STRENGTHS AND WEAKNESSES

VISION “PREFERRED FUTURE STATE”

WHERE DO WE WANT TO GO?

MISSION
WHAT BUSINESS ARE WE IN?
WHAT DO WE STAND FOR?
(core business related values)
OBJECTIVES
LONG TERM / MID TERM /
SHORT TERM
STRATEGIES “CHOICE OF PATHWAY” MARKET
STRATEGY, OPERATIONS / MFG.
STRUCTURE IT, FINANCE
WHO WILL DO WHAT WITH
WHOM, ACCOUNTABILITY & SYSTEMS
AUTHORITY INCLUDE HR SYSTEMS
SKILLS & ATTITUDES
 HORIZONTAL INTEGRATION
ALL HRM SYSTEMS ARE INTERDEPENDENT

Selection Performance
Recruitment Counseling Self
Management
Induction Development
Compensation
Placement
Management

Manpower Training &

Planning Job Analysis Data Bank Development

Succession Promotion
Corporate Career Rotation
Planning Planning Planning Transfer

Cultural Integration
All pervading and has impact on all systems