Components of HRD HRD Systems: 1. Career System

Components of HRD
HRD SYSTEMS
HRD functions are carried out through its systems and sub systems. HRD has five major systems
and each of the systems has sub systems as elaborated below: the first three systems viz., Career
system, Work system and Development system, are individual and team oriented while the
fourth and the fifth systems viz. Self renewal
system and Culture Systems are organization based.
1. Career system:
As an HRD system, career system ensures attraction and retention of human resources through
the following sub-systems.
Manpower planning: Referred as Human Resource Planning, is a very important concept today
for the success of an organization. When we talk about manpower planning, it implies the entire
process of selecting and putting right number of people, right kind of people at the right time,
right place, doing the right things for which they are selected which in turn help in achieving the
goals of the organization
Recruitment:- Activities undertaken by the organization to attract quality candidates as

applicants for their jobs
Career planning: Career development is for all staff, not just those who are ambitious or those
who want a "career". Career development activities are not always be upwardly focused nor they
necessarily lead to salary increases.
Succession planning: Succession planning is a process for identifying and developing internal
people with the potential to fill key leadership positions in the company. Succession planning
increases the availability of experienced and capable employees that are prepared to assume
these roles as they become available.
Retention: Refers to the efforts by which employers attempt to retain employees in their
workforce. In a Business setting, the goal of employers is to decrease employee turnover,
training costs, and loss of talent.
2. Work planning system:

Work-planning system ensures that the attracted and retained human resources are utilized in the
best possible way to obtain organizational objectives. Following are the sub systems of the work
planning system.
By Dharmesh Bhikadiya
Page 1
Components of HRD
Role analysis: Role analysis provides greater clarity in roles. The role incumbent knows what
is supposed to do on the job, keeping the perceptions of others about his job in mind. role clarity
in turn leads to improved performance in the job
Role efficacy: Role efficacy means the potential effectiveness of an individual occupying a
particular position in an organization
Performance appraisal: It is the process of obtaining, analyzing, and recording information

about the relative worth of an employee to the organization. Performance appraisal is an analysis
of an employee's recent successes and failures, personal strengths and weaknesses, and suitability
for promotion or further training. It is also the judgement of an employee's performance in a job
based on considerations other than productivity alone.
Promotion: promotion is the advancement of an employee's rank or position in an

organizational hierarchy system. Promotion may be an employee's reward for good performance
i.e. positive appraisal.
Job rotation: is an approach to management development where an individual is moved

through a schedule of assignments designed to give him or her a breadth of exposure to the entire
operation.Job rotation is also practiced to allow qualified employees to gain more insights into
the processes of a company, and to reduce boredom and increase job satisfaction through job
variation.
Reward: Employees may see compensation as a return in exchange between their employer and
themselves, as an entitlement for being an employee of the company, or as a reward for a job
well done.
3. Development system:
The environmental situation and the business scenario is fast changing. The human resources
within the organization have to rise up to the occasion and change accordingly if the organization
wants to be in business. The development system ensures that the retained (career system) and
utilized (work system) human resources are also continuously developed so that they are in a
position to meet the emerging needs of the hour. Following are some of the developmental sub -
systems of HRD that make sure that human resources in the organization are continuously
developed.
 Induction: An induction programme is the process used within many businesses to

welcome new employees to the company and prepare them for their new role.
 Training: The term training refers to the acquisition of knowledge, skills, and
competencies as a result of the teaching of vocational or practical skills and knowledge that
relate to specific useful competencies.
Page 2
Components of HRD
 Job enrichment: is an attempt to motivate employees by giving them the opportunity to

use the range of their abilities.
 Potential appraisal refers to the appraisal i.e. identification of the

hidden talents and skills of a person. The person might or might not be
aware of them. Potential appraisal is a future – oriented appraisal whose
main objective is to identify and evaluate the potential of the employees to
assume higher positions and responsibilities in the organizational hierarchy.
Many organisations consider and use potential appraisal as a part of the
performance appraisal processes.
 Succession Development: Put the plans in place and then execute them diligently.
Get each successor the development opportunities and experiences that he or she
needs. Don't stop at opportunities either. Be sure to provide the right support —
external training, a mentor, or a coach — to be sure the successor is acquiring the
skills to succeed in the new
 Counseling: the focus is generally on issues such as career exploration, career

change, personal career development and other career related issues. Typically
when people come for career counseling they know exactly what they want to get
out of the process, but are unsure about how it will work
 Mentor system: refers to a personal developmental relationship in which a more

experienced or more knowledgeable person helps a less experienced or less knowledgeable
person.
4. Self-renewal system:
It is not enough to develop individuals and teams in the organizations but occasionally there is a
need to renew and re-juvenate the organization itself. Following are some of the sub systems that
can be utilized to renew the organization.
 Team Building refers to a wide range of activities, presented to businesses, schools, sports
teams, religious or nonprofit organizations designed for improving team performance.
 Feedback is a mechanism, process or signal that is looped back to control a system within
itself. Such a loop is called a feedback loop. In systems containing an input and output, feeding
back part of the output so as to increase the input is positive feedback (regeneration); feeding
back part of the output in such a way as to partially oppose the input is negative feedback
Page 3
Components of HRD
Organizational Retreats: Most survivalist retreats are created by individuals and their families,
but larger "group retreats" or "covenant communities" are formed along the lines of an
intentional community.
Action research : is a reflective process of progressive problem solving led by individuals
working with others in teams or as part of a "community of practice" to improve the way they
address issues and solve problems.
5. Culture system:
Building a desired culture is of paramount importance in today’s changed business scenario. It is
the culture that will give a sense of direction, purpose, togetherness, and teamwork. It is to be
noted that whether an organization wants it or not along with the time common ways of doing
things (culture) will emerge. If not planned carefully and built systematically such common traits
may not help the business but may become a stumbling block. Hence it is very important to have
cultural practices that facilitate business. Some of the culture building subsystems are given
below:
Vision, Mission and Goal : A brief statement that describes the type of organization,
its main purpose and its values. The mission provides the rationale for defining
goals and objectives.
Values: Values can be defined as broad preferences concerning appropriate courses of action or
outcomes.
Communication: . Communication requires that the communicating parties share an area of

communicative commonality. The communication process is complete once the receiver has
understood the sender.
Task forces: is a unit or formation established to work on a single defined task or activity
Small Groups: small groups with intimate, kinship-based relationships: families, for example.
They commonly last for years. They are small and display face-to-face interaction.
Page 4

Components of HRD HRD Systems: 1. Career System

Uploaded by

Copyright:

Available Formats

Components of HRD HRD Systems: 1. Career System

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Components of HRD HRD Systems: 1. Career System

Uploaded by

Copyright:

Available Formats

Components of HRD

Recruitment:- Activities undertaken by the organization to attract quality candidates as

2. Work planning system:

Performance appraisal: It is the process of obtaining, analyzing, and recording information

Promotion: promotion is the advancement of an employee's rank or position in an

Job rotation: is an approach to management development where an individual is moved

 Induction: An induction programme is the process used within many businesses to

 Job enrichment: is an attempt to motivate employees by giving them the opportunity to

 Potential appraisal refers to the appraisal i.e. identification of the

 Counseling: the focus is generally on issues such as career exploration, career

 Mentor system: refers to a personal developmental relationship in which a more

Communication: . Communication requires that the communicating parties share an area of

You might also like