Based on your brief,
-BA in statistics
-MA in social works
-MA in HR & OD [ currently studying ].
This base give you sound background to HRD ,
where you can utilise your knowledge of
statistical methods/human relations/social aspects/
knowledge of HR/OD.
In your career plan, there are two aspects to consider
1. Business entry
Initially, you must get to the groundfloor of HR department,
and gain exposure / experience in real life situations.
Apart from the regulation jobs like
-writing job analyses
- '' job description
- '' job specifications
-recruitment / selection process
-understanding compensation packaging
-HR policies/ procedures
You, on your own initiatives, should take part and
gain solid experience in such areas as
-conducting climate survey
-follow up action on climate survey
-performance improvement programs
-organization culture study
This will help you tp prepare yourself for
DEVELOPMENT STAGE OF HUMAN CAPITAL
HRD strategy/ policy development/ process implementation
for people development.
WHICH SUPPORTS CAPABILITY ENHANCEMENT OF
IF the program is properly channeled, this would be
your competences / strengths.
These are additional resources and guidelines,
which could help to view your career path.
AN “HRD STRATEGY” HAS DIFFERENT PARTs
• supporting the vision, values and strategies, and
the corporate philosophy for people management,
which guides our policies and choices “worldwide”
• supporting current goals and initiatives for units
and departments through learning
• providing remedial learning “to solve problems
and improve performance
• determine professional strategies for managing
and delivering learning
WHAT HRD strategy could offer
• Individuals take responsibility for their own learning and
development and can do so competently
• They have personal learning plans, derived from an
understanding of their own needs and those of the business
• They understand their own learning style, and how to both
choose and utilise different learning options
• They are skilled at both giving and receiving feedback
• They know how to use others, and help others, in the
• Teams and working groups utilise the capability of each
member for the benefit of all
• They frequently learn and unlearn together, in order to
share a common approach
• They support each other in individual learning objectives
• The organisation encourages cross-boundary groups,
communities of common interest, and internal and external
networks in order to maximise sharing of learning
• Teams help other teams and learn from each other
• The organisation consciously adapts its strategies to the
changing environment; planning processes are flexible &
• There are mechanisms for listening to all the
stakeholders, for benchmarking against best practice,
and for adapting objectives as a result
• There is a systematic and disciplined approach to the
flow of knowledge into and across the organisation
• Structures are designed to consider learning and
WHAT HRD OFFERS
• Invesment in people?
• A learning and organisation?
• Promoting self management of learning and
self ownership of career progress?
• A developer of internal talent and the potential
of all employees?
• A “knowledge managed” organisation?
WHAT IS THE SCOPE OF HRD ?
-Developing HR / OD Strategy for the organization.
-Developing / conducting Organization climate survey.
-Developing / conducting STAFF satisfaction survey.
-Developing / Implementing improved HR scorecard/ Organization
-Developing and ensuring linkage between strategy and
-Developing and establishing workplace performance management
planning and development programs.
-Developing personal development programs, which is closely
linked to the organization strategy.
-Develop a system approach to HR planning and manpower
-Development of core competences for various departments.
-Development of corporate learning / development plans
to support corporate plan.
-Design and development of management development
programs for middle management including leadership
development, clarifying roles/ responsibilities/accountabilities.
-Develop a managerial skills program for all line managers
to include diversity , performance planning & development,
communication/ involvement, policy awareness, health and
safety, staff induction and personal effectiveness.
-Review current training and development procedure to
ensure equality of access and appropriate monitoring.
-Review mechanism for staff involvement in decision making
processes across the organization.
-Establish a process for launching new HR policies.
-Establish a corporate induction training for all new entrants.
-Develop a work place health/ safety strategy.
HOPE THIS IS USEFUL TO YOU
10th September 2005 From India, Mumbai