HRD MODULE 6

HRD Improving Molding Changing Skills, Knowledge & Ability, Aptitude, Attitude (Based on the present & future org requirement)

Features involved in HRD Systematic & planned approach Continuous Process Develops the skills & knowledge Multi- Disciplinary Involves techniques ( OD, Counseling, Workers Participations, Quality Circle, MDP, PMS Training etc) Sharpen Capabilities to perform

HRD Functions Performance Appraisal Employee training Executive Devp Career Planning & devp Succession Planning Organisation Devp Involvement in quality circles Involvement in workers participation in management

Techniques of HRD Performance Appraisal Potential Appraisal Career Planning Career Development Employee Training Executive Development Organisation Development Workers Participation in Management Employee Counseling Role analysis Monetary & Non Monetary Rewards Grievance Mechanism

Role of Training in HRD Impart Specific Skills & knowledge to employees Upgrades the Technical skills & knowledge Mould the employee & make him/her suitable for the job Market changes, hence training is required to adapt the changes Helps & advising the line managers to conduct training Helps in talent retention – stabilizes the workforces

Role of a HRD MANAGER Role Analysis HRP Appraisal Training Executive Devp Career Planning Succession Planning Org Devp Quality Circles MDP Improve Team Work

Knowledge available in books, reports, videos etc. Explicit Knowledge Knowledge available in books, reports, videos etc.

Knowledge which is available in the minds of the employees Tacit knowledge Knowledge which is available in the minds of the employees This knowledge is intended to be mined/ gathered from various sources

Managing Knowledge in Orgs STEP 4 - WISDOM STEP 3 - KNOWLEDGE STEP 2 - INFORMATION STEP 1 - DATA

Knowledge Management Getting the RIGHT KNOWLEDGE to the RIGHT PERSON at the RIGHT TIME. Role of org: CREATE, SHARE & USE the COLLECTIVE knowledge of its products, & people to increase the productivity. NEW KNOWLEDGE CREATION KNOWLEDGE SAHRING KNOWLEDGE STORAGE KNOWLEDGE REFINEMENT

Process Of KM Identify stage Collect Stage Select Stage Store Stage Share Stage Apply Stage Create Stage

Process Of KM Collecting Organizing Summarizing Analyzing Synthesizing Decision Making

Benefits of KM Making the right knowledge available to the right people Increases the productivity Smooth flow of work Educating the employees about new process, product & function Helps in building competencies among employees Develops the ability to face changes Helps in talent Retention

KNOWLEDGE RESOURCES KNOWLEDGE ASSESTS – Place where the knowledge is stored Databases/ documents/ Policies/ Procedures Experience residing in Individual workers

KNOWLEDGE RESOURCES – 4 Dimensions of Intellectual Capital Human Capital: Knowledge, Skills, Abilities, Attitude & Aptitude of employees. (Explicit & Tacit knowledge) Structural Capital: Knowledge from the org working processes, and systems given in written policies, shared databases Social Capital: Ability of the group to collaborate and work together. Social capital makes workers into colleagues. Customer Capital: Data captured from Client Relationships

Globalization Doing business in more than one country Operating and expanding the business throughout the world Establishing manufacturing and distribution facilities in any part of the world Global organizational structures, organizational culture & strategies

Impact of Globalization in India:

Impact of Globalization on HRM Managing Cultural Diversity: Thought process, language, work culture, non-verbal communication Managing Expatriates: Beliefs, value system, culture, attitude are diverse in nature. Recruiting, retaining and motivating expatriates is a challenge. Difference in the Employment Laws: Managing Outsourcing of employees: BPO. KPO Managing virtual employees: Coping with flexible working hours: Evolution of more part-time and temporary work (especially among women, the elderly and students) Coping up with emerging technologies Changing perspective from subordinates to business associates:

International Human Resource Management Performing the HRM functions across the globe for the organisation. International human resource management is all about the world wide management of human resources – Process of sourcing, allocating, and effectively utilizing their skill, knowledge, ideas, plan.

Expatriates/ Guest Employees: (All Types of foreigners Expatriates/ Guest Employees: (All Types of foreigners.) Expatriate is an employee working and living in a foreign country where he/she is a non citizen.

Multinational Corporation ( MNC) : MNC is an organisation which operates in more than one country Transnational Corporation (TNC): TNC is an organisation, that produces, markets, invests and operates across the world Home Country/Parent Country: HC/PC is the one where the headquarters of an MNC or TNC is located.

Problems in relation to TNS & MNC Exploitation of workers High Salary Levels Discrimination in Salaries Downsizing – Hire & Fire Policy Poor Collective Bargaining – Lack of Trade Union Create Attrition in Domestic Companies Coping up with new technologies Cultural Discrimination at workplace