HUMAN RESOURCE DEVELOPM ENT
PRESENTED BY, Group B Mubashir ali beigh Roll no. :511
CONTENTS:
Meaning of HRD
HRD in IT sector company : wipro
INTRODUCTION TO HRD
HUMAN RESOURCES DEVELOPMENT HRD is development processes were it focuses on improving the existing capabilities of employees and helping them to acquire new capabilities required for the achievement of organizational and individual goals. 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.
MEANING It is the process of increasing the capabilities of HR through development. It is a process of adding values to individuals, teams, organization as human system.
Definition According to American Society for Training and Development (ASTD), "HRD is the integrated use of :training and development, organizational development, and career development to improve individual, group and organizational effectiveness."
Larson and turbo was the first private sector company to introduce the concept of HRD in 1975 on the recommendations by two consultants udai pareek and T.V Rao from Indian institute of management. While BHEL- a company in public sector introduced the concept of HRD in 1980. Now it is found that many companies, organizations are giving due importance to the human resources development. Even leading business schools, universities, management institutions like IIM, Bajaj institute of management are organising management courses suitable to the needs of industries.
Output is achievement of goalsIndividual, group, organization
Traning , education and development
Performance appraisal and counseling Potential appraisal and promotion
Career planning and development
Mechanisms of Human resource development
Organization development Compensation and rewards
Role analysis and role development
Participative devices and quality of work life, small group activities (quality circles etc.)
Human resource information system and reseach
HRD in IT sector
Introduction
Information technology (IT) is transforming the world. A major shift in the way we live, learn and work has already begun with the arrival of the information society: students use computers at home and school to do homework; governments supply information and services on line; and businesses and consumers make transactions through the Internet.
HRD in wipro
Wipro has been a pioneer in innovative workforce practices and HR initiativesbe it in creating wealth for employees through wide distribution of stock option plans or in creating a enjoyable workplace with various amenities. Azim premji President and Managing Director of wipro, commented, Attracting the best and the brightest and creating a milieu where they operate at their highest potential are very important for wipro.
Recruitment:
While recruiting new hires, wipro takes into consideration so as to identify the right talents for the right jobs. And in this drive the company strictly focuses on hiring those individuals (talents) who have the capability of high degree of learnability. The qualities mostly sought by the company involve high levels of analytical ability, teamwork and leadership, communication and creative skills, along with a practical and structured orientation to problem solving.
Employee Development and Training:
Employee development and training at wipro is a continuous process. When hired employees immediately go through induction and training programme. These programme mainly aim to emphasize on training these new recruits on new processes and technologies and orient them with the organizations culture and ethical practices. As they reach higher efficiency and performance levels, they are further trained on project management training sessions so that they could develop competencies for independently handling projects and assignments for the organizations clients. wipro also emphasizes upon management and leadership development program as and when required and caters to the requirements of management development for its senior employees and managers
Performance Appraisal System:
The performance appraisal process at wipro begins not only with performance evaluation but also encompasses the evaluation of individual skills for the tasks assigned to an employee. It takes into consideration various performance criteria like timeliness, quality of work, customer orientation, peer satisfaction and performance improvement potential.
Compensation and Rewards:
The company started following a variable pay structure. At the lowest level, 10 per cent of the salary is variable; it is 30 per cent at the middle level and 50 per cent at very senior levels. Salary at wipro is linked to the topline, performance of the team and performance of the individual. The company also intends to compensate star performers more aggressively than average or poor performers
Work life Balance Programmed:
This could be used for childcare, eldercare, higher studies or for health reasons. Many working mothers and to be mothers have also been encouraged to work on their projects from their homes. Flexi timing of the working mothers also help these techniques to have enough time with their kids and family. Apart from these the company also emphasizes on organizing counseling programme for their employees so as to provide solutions for better worklife balance. Wipro had always considered its people as its most valuable assets and had seeked opportunities for further improvement in performance, business development by fostering innovation and creativity in the workplace. In the coming years, how the companys HR philosophy would help the organization to steer into the new decade would well be worth watching and a learning experience for HR specialists.
