Professional Documents
Culture Documents
Career System
A1.
A2
A3.
B.
B1.
Work Planning
Role Analysis
B2
B3
C
C1.
What are the strengths, weaknesses and suggestions for improvement in the career
planning and development.
C2.
C3.
What are the strengths, weaknesses and suggestions for improvement in the
system of training and worker development.
D. Self-renewal system
D1.
Role efficacy
Are there mechanisms of periodically examining the effectiveness with which
employees are performing their roles.
Are there any role efficacy programmes conducted in the company? What is the
level of role efficacy? Is there adequate decentralization and delegation.
Are there periodic review of roles and efforts made to improve the scope for role
effectiveness.
What are the strengths, weaknesses and suggestions for improvement of role
efficacy mechanisms.
D2 Organisation Development
What OD exercises have been undertaken in the past? What have been the
results.
Is the diagnosis shared widely.
What are the interventions used in the past and how did they work.
What are some of the top management attitudes to OD interventions.
What is the scope for OD exercises.
What should be the focus in future.
What are the priority areas for OD work.
What are the strengths, weaknesses and suggestions for improvement in relation
to OD activities.
E. Culture Systems
E1. HRD Climate
E2 Values;
E3 Quality Orientation
E4
What efforts have been made in the past to improve the quality of products and
services.
How extensive is the quality related efforts.
Have all employees become quality conscious
Is ISO 9000 or such other systems followed only for certification purposes or also
for genuine improvement of quality.
What is the level of tolerance of poor quality of internal customer services.
What are the various quality related systems in use.
How are they being taken? What are the attitudes of line managers to these.
Have these systems been focusing on continuous competence building of the
employees.
Are these enhancing the commitment of employees to quality and other
dimensions.
What are the strengths, weaknesses and suggestions for improvement for each of
these systems.
Reward and Recognition
E5a
E5b
E6
Information
What are the informational need of employees at the various levels given the
nature of business or business plans of the company.
Is the information given up to the desired level?
What more information needs should be taken care of.
What are the strengths, weaknesses and suggestions for improvement in the
information needs of employees and the way they are being met?
Communication
What are the communication needs of the people?
Do they get regular communication about the company, groups etc and their
performance?
Are the communication needs being met effectively.
Are there efforts made to use information as a developmental, context-providing
and commitment building tool?
What are the strengths, weaknesses and suggestions for improvement.
Empowerment
Development System
Training and Learning
Performance Coaching and Counselling
Others Like job rotation, mentoring
Staff ( worker development )
D
D1.
D2.
D3.
E
E1.
E2.
E3.
E4.
E5a.
E5b
Culture Systems
HRD Climate
Values
Quality Orientation
Rewards and RECOGNITION
Information
Communication
E6
Empowerment
Career System
Manpower Planning and Recruitment
Potential appraisals and Promotions
Career Planning and development
Work Planning
Role Analysis
Contextual Analysis
Performance Appraisal
C
C1.
C2.
C3.
C4.
Developmental System
Training and Learning
Performance coaching/counseling
Others such as job rotation, mentoring
Staff (Worker) development
D.
D1.
D2.
D3.
Self-renewal system
Role Efficacy
Organisation development
Action Oriented Research
E
E1
E2
E3
E4.
Culture Systems
HRD Climate
Values
Quality Orientation
Rewards and Recognition
E5a.
E5b
Information
Communication
E6
Empowerment
CHALLENGES
Challenge 1. Globalisation- new markets, mind sets, competencies, ways of thinking
Challenge 2. Value Chain for global competitiveness and HR services-innovation faster
decision making, effectively linking with suppliers and vendors to build a value chain
Challenge 3. Profitability through cost and growth- Leveraging growth through
customers
Challenge 4 Capability focus- what capabilities currently exist within the firm.
What capabilities will be required for the future success, how we can align with
capabilities with business strategies, how we can design HR practice, how we measure
accomplishment.
Challenge5 Change, Change and Change Some More
How do we unlearn What we have learned?
How do we honor the past and adapt to the future
How do we encourage the risk taking necessary for change with out putting the firm in
jeopardy
How do we change the hearts and minds of everyone to change.
How do we change and learn more rapidly.
Challenge 6. Technology How to make technology a viable and productive
part.
Challenge 7 Attracting , retaining and measuring competence and intellectual capital.
Challenge 8 Turnaround is not transformation
PROFESSIONALISM IN HR
-
Interviews
Individual
Group Interviews
Observation
Physical facilities
Meetings, Discussions and Transactions
Celebrations and events
Questionnaires
Item wise analysis
Dimension wise analysis
Dimensions
A. Career System
B. Work Planning
C. Development System
D. Self-renewal System
E. HRD
F. HRD Function