Hrd Interventions Help Organisation To Develop Highly Competent Staff Management Essay

The significance of human resource development increases every day, so it is very important to promote and administer human resource development with a long-term perspective, and to integrate research into policies, turn vision into action, changing the curriculum, formal mentoring, informing about technological change, and involving the society in decision-making. (Khan, 2007) According to Peter F. Druker, “the prosperity, if not the survival of any business depends on the performance of its managers of tomorrow”. The human resource should be nurtured and used for the benefit of the organisation. The effective performance of an organization depends not just on the available resources, but its quality and competence as required by the organization from time to time. The difference in the level of performance of two organizations depends on utilization value of human resources. Moreover, the efficiency of production process and various areas of management depend to a greater extent on the level of human resources development. The more important aspects of human resources are aptitude, values, attitudes and beliefs. The vitality of HR to OUDCE depends upon the level of its senior staff development. Though the positive personnel policies and programs motivate the employees by their commitment and loyalty but these efforts only cannot keep the organization dynamic. For OUDCE to be dynamic it should possess dynamic human resource, dynamic here means that Human resources should acquire capabilities continuously, adopt the values and beliefs and aptitude in accordance with changing requirements of the University. When OUDCE staff use their initiative, take risks, experiment, innovate and make things happen, then the organization will be said to have an enabling culture. Hence competent human resources can be said to be dynamic in an enabling culture. OUDCE can develop, change and excel, only if it possesses developed human resources. Thus, HRD plays significant role in making the human resources vital, useful and purposeful.

HUMAN RESOURCE MODEL

On the Job training

This is one of the most widely used method of training senior Management staff at OUDCE, as Senior executives realise that this “increases the knowledge, skill and talent of an employee for attempting a particular job” (Flippo, 2003) OUDCE HR department realises that effective on the Job training is important for the newly recruited senior manager and for the organisation as well. This will ensure that he/she will perform the job correctly and also with efficiency. A senior manager needs training for promotion and for his/her self-improvement. Senior Managers are trained straightaway after they have been appointed and subsequently from time to time. It is also crucial along with the introduction of new techniques and methods. Olivia Serrat says that “It is necessary to develop overall personality of senior management” (Serrat, 2010) and this is also important for developing positive attitude towards fellow staff, responsibilities and organisation.Coaching or mentoring is a common method used by OUDCE on newly recruited senior management, in this case a superior imparts job knowledge and expertise to a subordinate manager. The trainee is briefed about what is expected of him/her and how it can/should be done. The superior frequently monitors and checks the performance of his subordinate and directs him to improve his/her deficiencies. This method effectiveness really depends on the capacity and the interest taken by the superior and also by the subordinate. (Kaylan, 2009) The author feels that this method has its limitation in the sense that a trainee manager cannot develop much beyond the limits of his own superior’s abilities. (People can only do what they are capable of i.e. they cannot extend their maximum capability) and also success of the coaching depends on the interest and initiative taken by the trainee-manager. (Kaylan, 2009)

Managerial / Executive Development Programmes

Off the Job Training

6- What role Performance Management plays in achieving higher performance in your chosen organisation? Mention the use of performance appraisal strategies to evaluate the performance of the senior management and suggest ways to improve it.

Conventional Appraisal

Self-Evaluation Review

This is another appraisal strategy, it in corporate a self-evaluation section into performance appraisals, it gives the manager an opportunity to contemplate about his performance over the time period being assessed and list what his capabilities are (strengths and weaknesses). An employee can also detail their achievements and successes over the period, as well as areas where they feel they can improve. This gives the manager good background information on which to build discussion and objectives. Self-evaluations follow a guideline which guides the employee through the process. OUDCE senior staffs are always encouraged to provide validation and evidence to areas where they feel they have made achievements.