2. HR @ HEART OF THE BUSINESS

3.  Vision “To Improve productivity and efficiency of all employees in the company through HR incentives.”  Ask Theory of Success Studies have shown that to achieve success for individual or professional there is three important factors that contribute! AttitudeThe way we look at things (45%) Skills Ability to apply knowledge at best of our ability (33%) Knowledge Relevant Information (22%)  Efficiency VS Effectiveness EfficiencyTo do the right job. EffectivenessDoing right job at right time

4.  Definition of HR HRD in lay mans language means “A guidelines for people management”, or “systematic approach for increasing organizational effectiveness”, or “the path for creating learning organizations where people are help to help themselves.”

5. HRD AND HR HRD means Human Resource Development HR is a Function HR function encompasses HRD and more. It goes beyond the traditional Personnel Function Its Proactive and change oriented Traditional Personnel Function is more of maintenance function with little growth focus Modern HR function has HRD at its core Acc. To Udai Pareek, HRD is its soul The HR function consists of three main functions, viz. HR, IR, HR- administration In traditional HRD function manpower planning, recruitment and placement have a limited place HRD cannot be dealt with in isolation of HR and HR cannot be dealt without HRD n the current global business scenario

6. EIGHT MYTHS ABOUT HRD HRD means training HRD means Promotions HRD means fat salaries HRD means planning the careers of people HRD means rewards HRD means having good time HRD depends on the top management HRD is the job of the HRD department alone

7.  The HRD Reality HRD means Learning HRD means self development HRD means creating conditions for others to develop and remain motivated HRD means creating new development tool and their use HRD means more accountability HRD means more initiative, team work and collaboration HRD means trusting and trustworthiness and creation of a trusting environment HRD means autonomy and experimentation HRD means Effort HRD is Contextual In sum, it means competence, commitment and culture building at individual, dyad, team and organizational levels in the contexts applicable to each organization.

8.  HRD for Organizational Effectiveness A Schematic Presentation of Linkages between HRD Instruments, Processes, Outcomes and Organizational Effectiveness. HRD Mechanisms HRD Department Performance appraisal Review Role analysis Exercises Training Job Rotations OD exercises Job- Enrichment programs HRD Processes Role clarity Planning of development by every employee Performance More trust Collaboration & Team work Authenticity Openness Risk taking Value generation Increased communication HRD Outcomes More competent people Better developed roles More problem solving Better utilization of human resources Better generation of internal resources Teamwork Organizational effectiveness Higher productivity Growth & Diversification Cost reduction More profits Better image Other Factors include Environment, technology, resource availability, history, nature of business, etc. Other Factors Include Personnel policies, top management styles, investments in HRD, top management commitments, history, previous culture, line manager’s interest, etc.

9. FUNCTIONS OF HR PERSONNEL Payroll Management Personnel Record Statutory Compliance Welfare Statutory Non- Statutory Employee Communication ISO related Documentation Personnel Manual Design Implementation MIS (Ot, Cl, Sl, Pl) INDUSTRIAL RELATIONS Relations with Employees Asso. Relations with Employers Asso. Grievances Handling Court Cases Disciplinary Actions

10. FUNCTIONS OF HR ADMINISTRATION Guest Relations Transport Hotel Booking Ticketing Courier Bills Payment Canteen House Keeping Gardening H. R. D Manpower Planning Recruitment screening interview induction Training Development Career Development Performance Appraisal Organization Development Designing of HR & Pers. Manual HRIS Event Management / Celebrations Compensation Management

11.  NEXT STEPS Creation of HR Manual HR Philosophy Manpower Planning Process Recruitment Process Training Process Consolidating Needs Identify Resources Training Calendar Training Budget Feedback Process Role Clarification exercise Performance Appraisal Compensation Structure