1 / 18

HUMAN RESOURCE DEVELOPMENT VRS HUMAN RESPONSE DEVELOPMENT

HUMAN RESOURCE DEVELOPMENT VRS HUMAN RESPONSE DEVELOPMENT. ON GOING EVOLUTION PROCESS. 1950-1970s 1970-1990s 1990-2000s DATA INFORMATION KNOWLEDGE

ashanti
Download Presentation

HUMAN RESOURCE DEVELOPMENT VRS HUMAN RESPONSE DEVELOPMENT

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. HUMAN RESOURCE DEVELOPMENT VRS HUMAN RESPONSE DEVELOPMENT

  2. ON GOING EVOLUTION PROCESS 1950-1970s 1970-1990s 1990-2000s DATA INFORMATION KNOWLEDGE PRODUCT SOLUTION INNOVATION ACCOUNTING STRATEGIC PLANNING SUCCESS FIG-1:: Evolution of Human Response Development through the Last Half a Century

  3. UNDERSTANDING HUMAN BEINGS • EMOTIONAL – INTELLIGENCE • MACHINE USE VS HUMAN USE

  4. MACHINE USE VS HUMAN USE MACHINE USE VS HUMAN USE • Ordering/instructing -- Counseling • Circulars -- Meeting/Discussion • Targets --Contests/set bench marks • Indifference/Apathy -- Recognition / Appreciation / Empathy • Feed Inputs -- Share Problems / ideas / objectives • Only formal communication -- Initiate positive (Interaction / Brainstorming)

  5. MACHINE USE VS HUMAN USE MACHINE USE VS HUMAN USE • Follow procedures -- Make recommendation for job Enrichment • Target achieving Language -- Using problem solving language • Getting the work done -- Getting down to Problems • Talking VRS-Depreciation -- Talking of future together Appreciation • Sticking to duty -- Accepting Responsibility • No planning -- Planning the future • Compliance -- Decision making ability

  6. MACHINE USE VS HUMAN USE MACHINE USE VS HUMAN USE Quantitative Orientation -- Qualitative Orientation • Productivity -- Quality • Use expertise -- Use creativity and innovations with expertise • IQ/Intelligence (Artificial) -- EQ/Emotional Capability (Natural) • Routine Work -- Versatility • Rigidity -- Flexibility • Distributed co-ordination -- Symbiotic Networking • Formal Teaching &Training -- Cross boundary learning/ multi Feed Back LoopsSkill Learning

  7. Inhibits natural learning -- Creates Learning environment • Technology Business -- Collaborative innovation Integration • Employee -- Entrepreneur/knowledge worker • Repetition of Mistakes -- Learning from mistakes and Unless corrected self rectifying • Impersonal, Formal -- Builds Relationship /Partnership • Specialized tasks -- Multiple Task (Division of Labour)

  8. Jobs according to prescribed - Jobs according to education, Traditional qualification skill, traits, personality and Emotional intelligence • Implementation & Feed back -- Supervisory co-ordination Skill • Discharging the job/function -- Understanding the purpose For job Security of job/functions • Statistical thinking -- Quality (of Life) Thinking • Counting Money -- Making money for the Organization • Material Intelligence -- Spiritual Intelligence (Integrity, Soul searching)

  9. Information and facts -- Intuition / Hunch • Somatic(physical) health -- Psychomatic Health • Enlightenment -- Enjoyment • Information,data(source of) -- Knowledge(source of) • Safe playing -- Risk Taking • Hindsight -- Insight/ Foresight • Sustenance -- Growth • Solutions -- Innovations

  10. THE OUTCOME HUMAN USE • It brings out High Calibers, Strong Integrity towards work and positive attitude. • Best people are attracted because of group value. • Sense of enjoyment, comradeship, readiness to tackle challenging tasks, people become/are awake , alert and motivated. • Understanding of the “issues” are high’ • Enhanced standards – Physical, Emotional, & Spiritual. • Effective and good decisions taken. • Members of the group know each other well. • Openness to learn and improve continuously. • Everyone feels that their time is well spent. • Group has the right balance of people. • …………………and so on.

  11. CONCLUSION • Knowledge workers are the new off-springs of modern society. Intellectual capital has replaced or is replacing the traditional resources of previous era i.e., Land, Labor, Money. • We are in the dawn of a new era, Intellectual Capital can rightly be called as an intangible asset. As human beings are the prime creators and users of knowledge, their management will always be a challenge. This calls for an in-depth understanding of the differences between the mechanical use of human beings versus the delicate human use. Modern day organizations have the one and only one choice, that is to give the due importance to human beings, with all their human characteristics, in their scheme of things. • After achieving a benchmark through “Machine Use” of human beings, one can further go on achieving new land marks or heights bench marks only through “Human Use” of human beings. Given that , all other inputs remain constant. Humanizing management is a challenging task and is highly rewarding.

  12. THIS WAS THE STRATEGY BEHIND THE TURN AROUND OF ROURKELA STEEL PLANT Adopted by the then E.D. (Works) &M.D , Rourkela Steel Plantfrom the year 2000 onwards.

  13. Some body had rightly said: “If you want 1 year of prosperity, grow ---------”. What ?

  14. “If you want 1 year of prosperity, grow grain”.

  15. “If you want 10 years of prosperity, grow ---------”.  What ?

  16. “If you want 10 years of prosperity, grow trees”. 

  17. “If you want 100 years of prosperity ,grow ------------.” What ?

  18. “If you want 100 years of prosperity ,grow people.”

More Related