1. HRD Climate

2. Climate and Performance
Organisational performance - a function of the performance of its people
HR performance – a function of ability, motivation and (work) environment
Expectations of people for a better work environment
Organisational climate – a part of work environment

3. Organisational Climate (OC)
Working atmosphere/ work environment as perceived and experienced by organisational members
Encompasses how people feel about and react to organisational policies, practices, conditions, and characteristics
A tool for motivation and development.
Development climate - a critical part of OC and essential for effective HR performance and facilitating HRD

4. Development Climate
A tendency to treat people as the most important resource
A perception that employee development is every manager’s responsibility
Faith in a person’s capability to change and acquire new capability at any stage
Efforts to help employees recognise their strengths and weaknesses through feedback

5. Development Climate A tendency to become open in communication
A practice of bringing out problems and issues into the open with a view to solving them.
A general climate of trust
Freedom to let people work independently with responsibility
Encouragement for risk taking and experimentation

6. Development Climate Team spirit
A tendency to be generally helpful and collaborate with each other
A tendency to discourage stereotypes and favouritism
Personnel policies supportive of HRD practices

7. HRD Climate
General climate
HRD mechanisms
OCTAPACE

8. General Climate HR/ HRD importance
Policies and attitudes supportive of HRD
Leadership and management style
Organisational structure

9. HRD Mechanisms Performance and potential appraisal
Performance feedback and rewards
Career planning
Coaching and counselling
Training
Job rotation

10. OCTAPACE Openness and risk-taking Confrontation Trust Autonomy
Proactivity
Authenticity
Collaboration and mutuality
Enthusiasm