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

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

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

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

5. 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

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

7. 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

8. 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

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

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

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

12. 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.

13. 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

14. 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)