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HRD Climate
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HRD Climate



introduction :- If we need to find a way to develop employees in order to become effective contributors to the goals of an organization, we need to have a clear view of what an effective contribution would look like. The use of personal capacities can be very helpful in describing the way in which an effective employee should operate and behave, but there can be no general prescription of an effective employee. Effectiveness will differ with organizational context, and on whose perspective we are adopting. The matter of what, finally, makes an effective employee is a combination of personality, natural capabilities, developed skills, experience and learning. The process of enhancing an employee’s present and future effectiveness is called development.

Meaning of HR+D+Climate

HR means employees in organisation, who work to increase the profit for organisation.

Development, it is acquisition of capabilities that are needed to do the present job, or the future expected job.

After analyzing Human Resource and Development we can simply stated that, HRD is the process of helping people to acquire competencies.

Climate, this is an overall feeling that is conveyed by the physical layout, the way employees interact and the way members of the organisation conduct themselves with outsiders. (It is provided by an organisation.)

“Organisational climate is a set of characteristics of an organisation which are referred in the descriptions employees make of the policies, practices and conditions which exist in the working environment”.
Abraham

An organisation became dynamic and growth oriented if their people are dynamic and pro-active. Through proper selection of people and by nurturing their dynamism and other competencies an organisation can make their people dynamic and pro-active. To survive it is very essential for an organisation to adopt the change in the environment and also continuously prepare their employees to meet the challenges; this will have a positive impact on the organisation.
What is needed to Develop Organisational Climate in Organisation
Top to Bottom effort : - Organisation is considered to be complete organisation after including top authority to bottom line of workers. And whenever we talk about development at organisational level effort is needed from top level to bottom level. Top authority should not have thinking in their mind that their task is to only take decisions but they should also emphasized on proper implementation of decision by adopting various controlling technique. Bottom level workers should have loyal mind-set towards their organisation. Bottom level workers have to work with dedication. They should have realisation that organisation is their organisation.

Motivator role of Manager and Supervisor : - To prepare Human Resource Development Climate, Manager and Supervisor’s responsibilities are more or we can say that they are the key players. Manager and Supervisors have to help the employees to develop the competencies in the employees. To help the employees at lower level they need to updated properly and they need to share their expertise and experience with employees.

Faith upon employees : - In the process of developing HRD Climate employer should have faith on its employees capabilities. Means whatever amount is invested that should be based on development of employees. Top management should trust the employees that after making huge effort to develop employees, employees will work for the well being of organisation and for human being also.

Free expression of Feelings : - Whatever Top management feels about employees they have to express to employees and whatever employees think about top management it must be express in other words we can say that there should not be anything hidden while communication process. Clear communication process will help to establish the HRD Climate.

Feedback : - Feedback should be taken regularly to know the drawbacks in system. This will help to gain confidence in employees mind. Employee will trust on management and he can express his opinion freely which is very good for HRD Climate. Feedback will help to remove the weakness.

Helpful nature of employees : - Whenever we talk about 100% effort then we have to talk about employees effort too. Nature of employees should be helping for management and for its colleagues. They should be always read to help to customers too.

Supportive personnel management: - Personnel policies of organisation should motivate employees to contribute more from their part. Top management’s philosophy should be clear towards Human Resource and its well being to encourage the employees.
Encouraging and risk taking experimentation : - Employees should be motivated by giving them authority to take decision. This concept is risky but gradually it will bring expertise in employees to handle similar situation in future. It will help to develop confidence in employees mind. Organisation can utilize and develop employees more by assigning risky task.

Discouraging stereotypes and favouritism : - Management need to avoid those practices which lead to favouritism. Management and Managers need to give equal importance. Those people who are performing good they need to appreciated and those who are not performing good they need to be guided. Any kind of partial behaviour should be avoided.

Team Spirit : - There must be feeling of belongingness among the employees, and also willingness to work as a team.


Components of HRD Climate

The organizational climate consists of:-

Organisational Structure-
An organization’s structure is actually a ‘snapshot’ of a work process, frozen in time so that it can be viewed. The structure enables the people’s energy to be focused towards process achievement and goal achievement. Employee must have a clear definition of not only the work structure but also the role used to organize the work. If the structure and the role is not clear, people will not know what the work process is, who is responsible for what, whom to go for help and decision, and who can Assist in solving problems that may arise.

Organisational Culture-
Organisational culture is the pattern of beliefs, knowledge, attitudes, and customs that exists within an organisation. Organizational culture may result in part from senior management beliefs or from the beliefs of employees.
Organizational culture can be supportive or unsupportive, positive or negative. It can affect the ability or willingness of employees to adapt or perform well within the organisation.
The most effective work culture is one that supports the organizations HR strategies by aligning behaviors, processes and methods with the desired results. It is not just achieving results but the methods through which they are achieved that are critical to long-term success.

Before any HR strategy is designed there must be a clear understanding of the organisation, its current values, its structure, its people as well as its goals and vision for the future.

HR Processes-

The HR system of an organisation should be comprehensive enough to take care of employees from the time they join till the time they leave HR. Their demands must not be ignored, but a feeling of belongingness be created. Process should be very clear and impartial, so that employee’s faith in organisation. From recruitment to retirement whole process should be according to employees expectation and ability of employer.

Importance of looking at the organisation climate are:

Looking at the organizational climate, which means taking a closer look at what is happening in and around in the HR scenario of the various organization. It is essential to work on because directly or indirectly this environment affects the organization and the employee.

Importances are:

• Environmental factors of HR are prime influencing elements of change in HR strategy.

• It gives HR professionals time to anticipate opportunities in HR area and time to plan optional responses to these opportunities.


• It helps HR professionals to develop an early warning system to prevent threats emerging out from HR scenario, or to develop strategies, which can turn a threat.

• It forms a basis of aligning the organisation strengths to the changes in the environment.

• It enables the entry of the latest national/international HR developments.
Measuring HRD Climate
Economic condition –
An organisation’s economic condition influences its culture in several ways. The more prosperous an organisation is the more it can afford to spend on research and the more it can afford to risk and be adventurous.

Leadership Style : -
An organisation leadership style plays a profound role in determining several aspects of its culture. An authoritarian style may make the organisation’s culture characterized by high position structure, low individual autonomy, low reward orientation, low warmth and support and so on, or it may be opposite, like goal directed leadership.

Managerial assumption about human nature : -
Every act on the part of the management that involves human beings is predicated upon assumptions, generalizations and hypotheses relating to human behaviour. There are two theories of behaviour (Theory X and Theory Y).

Managerial values and ethos : -

The feeling of managers about norms and values what is good and what is poor as management practice. There are few dimensions on which it can be checked. They are – self-awareness, risk-taking, participation, bureaucracy, equity, employee’s security and growth.

Organisation size : -

An small organizations there are few levels of management, these are generally more amenable to democratic and participative functioning than big organisations. More open communication system in small organisations. Hence these organisations have a different type of climate than what are in big organizations.
 

Marked Categories : human resource development climate, hrd climate in mba, hrd climate in india, hrd climate, hrd climate project, seminar topics in hrd,

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