Bharat Thapa Shilu Pradhan Nepal Administrative Staff College Staff Development Bharat Thapa Shilu Pradhan Nepal Administrative Staff College

Contents Concept HRD Functions Why Staff Development? SD tools and techniques HRD Culture Conclusion

“Develop and empower staff to drive productivity and effectiveness” “Staff determine the success and failure of organizations”

“You can lead a horse to water, but you cant make it drink”

Human Resource Development “HRD is defined as a process for developing and unleashing human expertise through training and development and organization development for the purpose of improving performance.” Richard Swanson

HRD deals with 3 C’s – Competence building, Culture building and Commitment building

HRD Functions Training and development :improving the KSA of employees for the short-term, particular to a specific job or task. Career development: ongoing process whereby an individual search career goals and then identifies the means to achieve them Organization development: improving an organization’s effectiveness & member’s well- being through the application of behavioral science

Why Staff Development? To increase competencies (skills, knowledge, attitude) of staff To ensure employee commitment in the organization To foster an environment of trust and respect To encourage employees to accept the change

To improve team spirit in the organization To create the efficiency culture in the organization To facilitate in better human resource planning

SD tools and techniques Induction Training Training Job Rotation Career Planning Delegation of Authority Performance appraisal Communication Mentoring/Coaching Feedback systems

HRD Culture (Uday Pareek) HRD culture can be termed as “OCTAPACE” Culture Openness Collaboration Trust and Trustworthiness Authenticity Proactive Autonomy Confrontation Experimentation

Provision relating to nomination for study & training (Civil Service Rules 2050) The subject of study, training or study tour is useful for the service Priority to employees who have secured highest marks for educational qualifications, seniority, experience of service in the geographical region & evaluation of work performance Completion of the permanent service period of three years Below the age of forty five years, in respect of study of bachelors, masters or any educational degree.

Appropriately Rooted HRD Enhance the enabling capabilities of people Integrate the development of people with that of organization Maximize individual growth and autonomy with increase responsibility Decentralize through delegation and shared responsibility Encourage participative decision making Build feedback mechanism

In Conclusion……. 1. In HRD practice, no other activities are more important than TRANSFER OF LEARNING 2. Just transfer of learning may not help to enhance staff performance IF IT IS NOT RELATED WITH JOB 3. Even if the transfer of learning is related with job, it needs to be implemented, and for implementation Support mechanism within organisation Motivation to apply learned skills/knowledge Work environment (Physical and Psychological)