I- HUMAN RESOURCE DEVELOPMENT

What is Human Resource Development?

•The part of human resource management that specifically deals with training and
development of the employees.

•Human resource development includes training an individual after he/she is first hired,
providing opportunities to learn new skills, distributing resources that are beneficial for
the employee's tasks, and any other developmental activities.

•Human resource development is the integrated use of training, organization, and

career development efforts to improve individual, group, and organizational
effectiveness.

•HRD develops the key competencies that enable individuals in organizations to

perform current and future jobs through planned learning activities.

Concept of Human Resource Development

Human resources development refers to an organization's focus on improving the

knowledge, ability, skills, and other talents of their employees. It is the integrated use of
training, organization, and career development efforts to improve individual, group, and
organizational effectiveness.

Role of Human Resource Development

The function of human resource development is to improve performance and ability. ...
HR development may also function to help an organization conform to government
regulations or guidelines by training employees on relevant laws or regulations for which
they are responsible.

Difference Between HRM and HRD.

HRM stands for human resources management, which refers to the art of managing all
aspects of the human work force at a company or organization. ... But HRD does not
only focus on development of skills but also focuses on the personal development of
employees.

Functions of the Human Resource Management

Although there are many functions of human resource management, here is a list of its
five major functions:

●Recruitment and selection. ...

●Orientation. ...

●Maintaining good working conditions. ...

●Managing employee relations. ...

●Training and development.

Why do we need Human Resource Development?

•Human resources development is important because it is an investment in one's

employees that will ultimately result in a stronger and more effective workforce. When
an organization develops their employees, they are strengthening their assets and
making these employees even more valuable.

•HR development is extremely important because organizations recognize that any

value added to an employee is value added to the organization, and employees are
eager for the opportunities to develop their skills and add value to their companies.

What is the HRD System?

Human Resource Development (HRD) is the framework for helping employees develop
their personal and organizational skills, knowledge, and abilities. HRD is one of the
most significant opportunities that employees seek when they consider you as an
employer.

Problems of HRM that needs to be addressed through HRD

●Job design and analysis

●Workforce planning

●Training and development

●Performance management

●Compensation and benefits

●Professional Development

●Leadership Succession

●Legal issues

II- JOB ANALYSIS

Job analysis is the process of gathering and analyzing information about the content
and the human requirements of jobs, as well as, the context in which jobs are
performed.

Job analysis helps the employer in recruitment and selection, performance

management, choosing compensation and benefits, etc. It helps the employees to have
a clear picture of what is actually required of them.

Job Description- summarizes the essential responsibilities, activities, qualifications and

skills for a role.

➢ A job description includes the title position, responsibilities and summary,

the specification identifies the skills, traits, education and experience a
candidate might need to qualify for that job.

➢A job description is a document that clearly states essential job

requirements, job duties, job responsibilities, and skills required to perform a
specific role. A detailed job description will cover how success is measured in
the role so it can be used in performance evaluations.

Purpose of Job Description

●The main purpose of job description is to collect job-related data in order to advertise
for a particular job. It helps in attracting, targeting, recruiting and selecting the right
candidate for the right job.

●It is done to determine what needs to be delivered in a particular job. It clarifies what
employees are supposed to do if selected for that particular job opening.

●It gives recruiting staff a clear view what kind of candidate is required by a particular
department or division to perform a specific task or job.

●It also clarifies who will report to whom.

Job Specification

➢A job specification is the list of recommended qualities for a person to

qualify for and succeed in a position. ➢Job specification can help hiring
managers decide which qualities and requirements are most important in a
candidate. When reading these job specifications, a candidate can decide
whether they have the right experience, education and characteristics to
apply for a specific job.

Elements of a Job Specification

1. Required experience

2. Required education

3. Required certification or credentials

4. Required skills

5. Personality traits

6. Demands

Job Evaluation

●Job evaluation is the process of comparing a job against other jobs within the
organization to determine the appropriate pay rate.

●Common job evaluation examples include single-position evaluations for newly

created jobs, reevaluations of jobs to make salaries more competitive or equitable, and
company-wide job evaluations used to restructure the entire compensation program.

•A job evaluation evaluates the position itself, without considering who is in that
position. While a performance appraisal evaluates an employee.

Why Perform Job Evaluations?

•Helping you adjust to company growth

•Keeping your salaries competitive

•Ensuring pay equity

•Executing retention and career development strategies

JOB DESIGN

●Job design is the process of establishing employees' roles and responsibilities. Its
main purpose is to optimize work processes to create value and maximize performance.
But, it's also a key element in creating good quality jobs that benefit both workers and
employers.

●Human Resource (HR) managers aim is to design work duties specific to the
individual so that it allows the employee to maximise their performance and stay
engaged and motivated.

Job Rotation

➢Job Rotation is a management approach where employees are shifted

between two or more assignments or jobs at regular intervals of time to
expose them to all verticals of an organization.

➢Job rotation is a well-planned practice to reduce the boredom of doing the

same type of job every day and explore the hidden potential of an employee.

➢It helps management discover the talent of employees and determine what
they are best at. On the other hand, it gives an individual a chance to
explore his or her own interests and gain experience in different fields or
operations.

Job Rotation Objectives

➢Reducing Monotony of the Job

➢Succession Planning

➢Creating Right-Employee Job Fit

➢Exposing Workers to All Verticals of the Company

➢Testing Employee Skills and Competencies

➢Developing a Wider Range of Work Experience

Advantages & Disadvantages

of Job Rotation

Advantages

1. Eliminates boredom

2. Encourages development

3. Give employees a break from strenuous job duties

4. Helps you identify where employees work best

5. Gives you a backup plan of an employee leaves

Disadvantages

1. Can be costly and time consuming

2. Could end up with disgruntled employees

3. It won’t fix all the problems

4. Might not be feasible for some industries

5. Business could suffer

JOB ENLARGEMENT

●Job enrichment expands the task set that you perform, and the skills that you can
develop. This makes for more stimulating and interesting work, and adds variety,
challenge and depth to your daily routine. Enriched jobs give you more freedom,
independence and responsibility.

Job enlargement is adding additional activities within the same level to an existing role.
This means that a person will do more, different activities in their current job. For
example, an employee who will now also manage her own planning where this was
formerly done by her manager.

Examples of Job Enlargement

1. Adding smaller tasks to help an employee improve their skills

2. Horizontal job enlargement

3. Training

Advantages & Disadvantages

of Job Enlargement

Advantages

1. Variety of Tasks

2. Enlarged and Meaningful Work Modules

3. Optimum Utilization of Abilities

4. Positive challenges

5. Meaningful Feed Back

Disadvantages

1. It tends to be a costly affair that may require additional training

2. Productivity may fall in the short run due to the introduction of the new system

3. Employee-unions often argue for increased pay because of the increased work load

JOB ENRICHMENT

●Job enrichment is a process that is characterized by adding dimensions to existing

jobs to make them more motivating. Examples of job enrichment include adding extra
tasks (also called job enlargement), increasing skill variety, adding meaning to jobs,
creating autonomy, and giving feedback.

●Job enrichment expands the task set that you perform, and the skills that you can
develop. This makes for more stimulating and interesting work and adds variety,
challenge, and depth to your daily routine. Enriched jobs give you more freedom,
independence and responsibility.
Job-Enrichment Techniques

1.Rotate Jobs. Look for opportunities to let your team members experience different
parts of the organization and learn new skills. ...

2.Combine Tasks. ...

3.Identify Project-Focused Work Units. ...

4.Create Autonomous Work Teams. ...

5.Widen Decision Making. ...

6.Use Feedback Effectively.

Advantages & Disadvantages

of Job Enrichment

Advantages

1. Increased motivation

2. Improved employee experience

3. Lower turnover

4. Lower employee absenteeism

5. More efficient training

6. Unfolding potential

Disadvantages

1. Increased workload

2. Participation not as anticipated

3. Micromanagement

Manpower Planning

➢Manpower Planning which is also called Human Resource Planning, consists

of putting a right number of people, the right kind of people, at the right
place, the right time, and doing the right things for which they are suited for
the achievement of the goals of the organization.

➢The overall goal of manpower planning is simple: making sure the

organization will have the talent it needs to meet future demands. More
specifically, that includes: Identifying both shortages and surpluses in time
for the necessary adjustments to be made.
Importance of Manpower Planning

1.Key to managerial functions- The four managerial functions, i.e., planning,

organizing, directing and controlling are based upon the manpower. Human resources
help in the implementation of all these managerial activities. Therefore, staffing
becomes a key to all managerial functions.

2.Efficient utilization- Efficient management of personnels becomes an important

function in the industrialization world of today. Seting of large scale enterprises require
management of large scale manpower. It can be effectively done through staffing
function.

3.Motivation- Staffing function not only includes putting right men on right job, but it
also comprises of motivational programmes, i.e., incentive plans to be framed for further
participation and employment of employees in a concern. Therefore, all types of
incentive plans becomes an integral part of staffing function.

4.Better human relations- A concern can stabilize itself if human relations develop and
are strong. Human relations become strong trough effective control, clear
communication, effective supervision and leadership in a concern. Staffing function also
looks after training and development of the work force which leads to co-operation and
better human relations.

5.Higher productivity- Productivity level increases when resources are utilized in best
possible manner. higher productivity is a result of minimum wastage of time, money,
efforts and energies. This is possible through the staffing and it's related activities
( Performance appraisal, training and development, remuneration)

III- What is human resources planning?

Human resources planning is the process of forecasting an organization's future human

resource needs and developing strategies to meet those needs. This involves analyzing
and evaluating the current workforce, identifying the skills and competencies required
for future success, and identifying potential gaps in the workforce.

The goal of human resources planning is to ensure that an organization has the right
people with the right skills in the right positions at the right time.

This can involve developing recruitment and retention strategies, training and
development programs, and succession planning initiatives to ensure a smooth
transition of leadership and talent within the organization.

The process of human resources planning typically involves several key steps:

Environmental scanning

This involves analyzing external factors that could impact an organization's workforce,
such as economic trends, industry trends, technological advancements, and
demographic shifts.

Forecasting demand- This involves projecting an organization's future workforce

needs based on factors such as projected growth, new initiatives or projects, and
turnover rates.

Assessing current Workforce- This involves evaluating the skills, competencies, and
demographics of an organization's current workforce to determine whether it is well-
positioned to meet future needs.
Forecasting supply- This involves assessing the availability of talent in the labor
market and developing strategies to attract and retain the necessary talent.

Identifying gaps- This involves comparing the forecasted demand for talent with the
forecasted supply to identify potential gaps in the workforce.

Developing strategies- This involves developing strategies to address workforce gaps,

such as recruitment and retention initiatives, training and development programs, and
succession planning.

Implementation- This involves implementing the strategies developed in the previous

step and monitoring their effectiveness over time.

Human Capital Theory- emphasizes the importance of investing in human capital, or

the knowledge, skills, and abilities of employees, as a means of increasing an
organization's productivity and competitiveness. - is based on the idea that investing in
human capital, or the knowledge, skills, and abilities of employees, can lead to
increased productivity, efficiency, and competitiveness.

Resource dependency theory- This theory suggests that an organization's success is

dependent on its ability to secure and manage critical resources,including human
resources; suggests that an organization's success is dependent on its ability to secure
and manage critical resources, including human resources.

Contingency Theory- the effectiveness of human resource planning depends on the

organization's internal and external environment, including factors such as
organizational structure, culture, and industry dynamics. suggests that there is no one-
size-fits-all approach to managing organizations and that the best way to manage an
organization depends on the specific situation or contingency.

Human resource planning is important for several reasons, including:

1. Anticipating- future talent needs; Human resource planning allows organizations to

their future talent needs and develop strategies to ensure they have the necessary
talent to achieve their goals. This helps to reduce the risk of labor shortages or
surpluses, which can negatively impact organizational performance.

2. Developing effective- recruitment and retention strategies: Human resource

planning helps organizations to develop effective recruitment and retention strategies
that attract and retain top talent.This can improve the quality of the workforce and
enhance organizational performance.

3. Identifying skill gaps- Human resource planning helps organizations to identify skill
gaps in their workforce and develop training and development programs to address
those gaps. This can improve the knowledge and skills of the workforce, enhancing
organizational performance.

4. Facilitating succession planning- Human resource planning helps organizations to

identify potential leaders and develop strategies to ensure a smooth transition of
leadership and talent within the organization. This can help to ensure continuity and
stability in the organization, even during times of change.

5. Aligning workforce with strategy- Human resource planning helps organizations to

align their workforce with their strategic goals and objectives. This can ensure that the
organization has the necessary talent to achieve success and that the workforce is
focused on the right priorities.

6. Managing diversity and inclusion- Human resource planning can help

organizations to identify and address issues related to diversity and inclusion. This can
ensure that the workforce reflects the needs and values of the organization and its
stakeholders, promoting a more positive and inclusive workplace culture.

Overall, human resource planning is important because it helps organizations to ensure

that they have the right people with the right skills in the right positions at the right time.
This can improve organizational performance, enhance competitiveness, and promote
long-term success.

IV- Definition of Reward and Recognition

A system in which employees are acknowledged and appreciated for their performance
and internal and external work is known as rewards and recognition. In this system, the
employee’s efforts, milestones, or team celebrations are rewarded in a fair and timely
manner.

Difference between Rewards & Recognition

Reward:

•Recognition is the appreciation or praise for their accomplishments.

•It is intangible.

•Recognition is emotional appreciation.

•Rewards are the gifts and awards given to employees for their accomplishments.

•Rewards have some monetary value attached to them.

•They are economical appreciation.

Recognition:

•It makes a positive impact on the organization’s culture.

•Recognition and appreciation empower employees.

•Increases employee satisfaction, hence employee retention lowers down.

•It helps in boosting the team spirit and promotes healthy competition.

•It also helps in building a strong employer brand.

The importance of Reward & Recognition System

Different types of Recognition and Reward Systems

Monetary
•Commissions beyond sales to customers.

•Rewarding leadership effectiveness.

•Rewarding new goals.

•Pay for knowledge workers in teams.

•Skill pay.

Non-Monetary:

•In the form of consumables.

•In the form of manipulatable.

•In the form of visual and auditory rewards.

•In the form of social rewards.

•In the form of job design.

Best practices of giving and implementing recognition and rewards systems.

Monetary:

•Performance bonus

•Sales commission

•Stock options

•Annual bonus

•Allowances

•Gift cards or vouchers

•Home office set up budget

•Tax-saving benefits

•Annual increment

•Group health insurance

•Travel reimbursement

•Childcare allowance

•Leave encashment

Non-Monetary:

•Time to work on their own projects

•Flexible working

•Public recognition

•Additional time off

•Extra opportunities for professional & personal development

•Experiential rewards

•Time for volunteering

•Fringe benefits

•One-on-ones

•Ask your people!

•Tangible rewards and gifts

Incentive- are benefits that are promised to employees to motivate them to achieve
their best and to improve their behavior, productivity, and output continuously.
Incentives are granted to workers that perform below par, and to encourage them to
achieve the desired level of performance or set goal.

Succession Planning...

•A deliberate and systematic effort by an organization to ensure leadership continuity in

key positions, retain and develop intellectual and knowledge capital for the future, and
encourage individual advancement.

•Recognizes that some jobs are the lifeblood of the organization and too critical to be
left vacant or filled by any but the best qualified persons.

Effectively done, succession planning is critical to mission success and creates an

effective process for recognizing,developing, and retaining top leadership talent.

Importance of Succession Planning

● Adequate Preparation for Retirement

● Opportunity for Younger Employees
● Reduced Cost of Recruitment
● Opportunity to Ensure Diversity in Management Roles
● Easy Transition Process

Board / Senior Executive Support

The succession planning journey begins with strong commitment from the Board, which
must not only endorse the program but also maintain continual focus on critical talent
needs/gaps and bench strength.

Four Care Principles of Succession Planning

Incorporate into Core Values- it is crucial to embed succession planning deeply into
the organizational culture while simultaneously operationalizing it via specific objectives
for all levels of management.

a. Promotes program sustainability

b. Ensures effectiveness is monitored.

Four Care Principles of Succession Planning

Continuous Process Improvement Programs must remain dynamic and make
adjustments and alterations to improve effectiveness. Such adaptability is crucial given
today's dramatic and uncertain industry changes. Keep planning fresh and adopt new
best practices when available. Succession planning is a learned art

Transparency & Communication- Some employees may resist succession planning

programs or regard them with skepticism. Such attitudes arise from perceptions about
equity and opportunity. Open communication is important, especially when dealing with
necessary decision criteria changes. It is also essential given the workforce's increasing
millennial makeup, generation that expects greater management transparency and
participation in development programs.

Identify Key Areas and Positions

Key areas and positions are those that are critical to the organization's operational
activities and strategic objectives.

a. Key Contributor

b. Specialized Leadership

c. Geographic

d. Vacancy

Identify Capabilities for Key Areas To establish selection criteria, focus employee
development efforts, and set performance expectations, you need to determine the
capabilities required for the key areas and positions identified in Step 1.

a. What are the external and internal factors affecting the positions?

b. What competencies or skill sets will be required?

c. What are the gaps (competencies or skill sets not possessed by the current staff)?

d. What strategies will be used to address the gaps?

Identify Interested Employees and Assess Them Against Capabilities

• This step is similar to that of general job recruitment practice.

• But the succession planning process goes one step ahead by helping candidates who
show great interest in developing the requisite skills for the particular position

This step is similar to that of general job recruitment practice.

• But the succession planning process goes one step ahead by helping candidates who
show great interest in developing the requisite skills for the particular position.

Develop and Implement Succession and Knowledge Transfer Plans

• Define the learning, training, and development experiences that your organization
requires for leadership positions and other key areas and positions

• Link employees' learning plans to the knowledge, skills (including language), and
abilities required for current and future roles

• Discuss with employees how they can pass on their corporate knowledge
Evaluate Effectiveness

Evaluate and monitor your succession planning and management efforts to ensure the
following:

• Succession plans for all key areas and positions are developed;

• Key positions are filled quickly;

• New employees in key positions perform effectively; and; Members of designated

groups are adequately represented in feeder groups for key areas and positions