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A STUDY ON HRD CLIMATE IN CELEBRITY FASHIONS LTD
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A STUDY ON HRD CLIMATE IN CELEBRITY FASHIONS LTD


.doc  A STUDY ON HRD.doc (Size: 115 KB / Downloads: 38)

Introduction

HRD is mainly concerned with developing the skill, knowledge and competencies of people and it is people oriented concept. When we call it as a people oriented concept the question of people being developed in the larger or national context or in the smaller organizational context? Is it different at the macro and micro level? HRD can be applied both for the national level and organizational level.
But many personnel managers and organizations view HRD as synonymous to training and development . many organizations in the country renamed their
training departments as HRD departments. Surprisingly some organizations renamed their personnel departments. Some educational ,institutions started awarding degrees and diplomas in HRD even through the concept is not yet crystal clear .
HRD from organizational point of view is a process in which the employees of an organization are helped / motivated to acquire and develop technical, managerial and behavioral knowledge, skills and abilities, and mould the values, belief, attitude necessary to present and feature roles by realizing highest human potential with a view to contribute positively to the organizational, group , individual and social goals.

REVIEW OF LITERATURE

Two strands of the individual level are manifest in the literature: development of self as a person and development of competencies and capabilities that have value in the labour market. The managerial an organisational resource. One can reasonably argue that HRD means to consider how organizations take into account individuals’ needs to discover ‘potential meaning through work’ (Chalofsky, 2000; 2001). Eliott and Turnbull (2002) argue that ‘the ways in which individuals’ everyday working lives are regulated and governed focus increasingly on them as individuals’-what Russ-Eft (2000) denotes as a focus on the “development of the resources of the humans” rather than the “development of human resources”. Dugay (2000) suggest that contemporary research conceptualizes the employee as an individual in search of meaning and fulfillment.

ORGANISATIONAL LEVEL OF ANALYSIS

An organizational level of analysis typically emphasizes the “resource’’ aspect of HRD . as Rummler & Brache (1995) point out , the organization provides the context and driver for human and system performance. The purposes of HRD are therefore concerned with issues surrounding resource maximization , productivity enhancement and realising the full potential of employees towards achieving organizational goals . an organizational level analysis understands HRD to be a specialized set of developmental activities or interventional objectives.
Traditional HRD models focus on an explicit knowledge discourse; knowledge that is gained through formal learning interventions, however contributions by Ahmed et al (2002), Gupta (2000) and Sveiby (1997) shift the emphasis to tacit learning and informal learning. Smith (2001) reports that nearly two thirds of workplave learning comes from face to face contacts, including conversations, stories, apprenticeships and so on.
 

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