1 / 11

HRD Strategies

HRD Strategies. “ HRD Strategies are a plan that defines how the human resources would be utilized through the use of an integrated array of training, organizational development and career development efforts to achieve individual, organizational objectives.”. Major HRD Strategies.

jpellegrino
Download Presentation

HRD Strategies

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. HRD Strategies “ HRD Strategies are a plan that defines how the human resources would be utilized through the use of an integrated array of training, organizational development and career development efforts to achieve individual, organizational objectives.”

  2. Major HRD Strategies • Communications Strategy: In today’s changing scenario, it is essential to educate and train employees about the change • Accountability And Ownership Strategy: Employee’s accountability and ownership leads to higher productivity and customer excelleration. • Quality Strategy: Quality needs to be fostered in the employees through training and development.

  3. CostReductionStrategy: • Every employee’s contribution in savings is crucial as small contributions from each employee can be pooled by organizations to save substantial savings at the end of a given period and enhance its competitive strategy. • Intrapreneurship Strategy: • Every employee needs to be an independent entrepreneur, who can generate ideas and bring them to reality by using the existing resources and support of the org to create innovative and creative products and services. • Culture Building strategy: • Org’s valuing its employees have a sustainable competitive edge over competitors because employees are highly charged, motivated and commitment to the org.

  4. Systematic Training Strategy: The planning and organization of formal on-job training and off-job training leads to improving vital employee characteristics, build and sustain appropriate work culture and brings in more professionalism in action. Learning Strategy: Continuous development and learning environments promote self development of employees, of self and by self.

  5. Designing HRD Strategy Getting The Big Picture Developing A mission Statement Conducting Org. SWOT Analysis Conducting HR Analysis Conducting HR Analysis

  6. Determining Critical people issues Developing Consequences and solutions Implementation and evaluation of action plans

  7. Designing HRD Strategy • Getting Big Picture: Understanding of business strategy to highlight the key deriving forces of the business such as- Technology Distribution Competition Markets • Developing a Mission statement: The mission statement should relate to people side of the business. The words or references should not be idealistic statements-it is the actual process of thinking through the issues in a formal manner.

  8. Designing HRD Strategy • Getting Big Picture: Understanding of business strategy to highlight the key deriving forces of the business such as- Technology Distribution Competition Markets • Developing a Mission statement: The mission statement should relate to people side of the business. The words or references should not be idealistic statements-it is the actual process of thinking through the issues in a formal manner.

  9. Conducting SWOT analysis of the organization: Focus should be on internal strength and weakness of the people side such as current skills & capability and research the external business and market environment to highlight the opportunities and threats. • Conducting a detailed HR Analysis: It concentrate on the organization’s culture, organizational structure, people and COPS (Culture, org, people, systems). Then gap analysis can be undertaken by examining present status and desired status.

  10. Determining critical people issues: The business strategy is reviewed and examined against SWOT and COPS analysis to identify the critical people issues namely those issues that must be addressed so as to have a key impact on the delivery of business strategy. • Developing consequences and solution: For each critical issue the options for managerial action generated needs to be highlighted, elaborated and created. Then action plans around the critical issues is to be developed with set targets and dates for the accomplishment of the key objectives.

  11. Implementation and evaluation of the action plans: The ultimate purpose of developing a human resource development strategy is to ensure that the objectives set are mutually supportive so that reward sys are integrated with employee training and career development.

More Related